Essential Duties and Responsibilities
Learning Strategy & Organizational Development
• Partner with the Human Resources Director to develop and execute the company's learning and development strategy in alignment with business objectives.
• Assess organizational learning needs by collaborating with leadership and operational teams to identify skill gaps and development opportunities.
• Design and implement learning initiatives that support employee growth, leadership capability, operational excellence, and organizational effectiveness.
• Foster a culture of continuous learning, professional development, and continuous improvement throughout the organization.
Leadership Development
• Design, implement, and facilitate leadership development programs for supervisors, managers, and directors.
• Create structured learning pathways to prepare new and emerging leaders for increased responsibility.
• Support succession planning efforts by developing high-potential team members for future leadership opportunities.
• Provide coaching, mentoring resources, and development tools to strengthen leadership effectiveness across the organization.
Training & Development
• Develop, implement, and maintain company-wide training programs for new hires, operational leaders, and corporate team members.
• Oversee onboarding and orientation programs to ensure a consistent and engaging employee experience.
• Design and deliver instructor-led, virtual, and self-paced learning solutions that support operational and leadership development.
• Develop and maintain training manuals, job aids, standard operating procedures, and other learning resources.
• Ensure all required compliance, safety, and operational training is completed, documented, and maintained in accordance with company standards.
Performance Management
• Partner with Human Resources to support and enhance the company's performance management process.
• Train and coach leaders on effective performance management, including goal setting, coaching conversations, feedback, and performance evaluations.
• Develop tools, resources, and best practices that promote employee accountability,engagement, and performance improvement.
• Support leaders in creating meaningful employee development plans and career growth opportunities.
Talent Development
• Identify high-potential team members and collaborate with leaders to develop individualized development plans.
• Support internal career progression, leadership readiness, and promotion initiatives.
• Develop competency models, career pathways, and development frameworks for key positions across the organization.
• Partner with leadership on organizational development and role clarity initiatives that strengthen workforce capability.
Content Development & Instructional Design
• Collaborate with the Human Resources Director to develop and execute the organization's learning strategy.
• Create engaging, high-quality training content using adult learning principles and instructional design best practices.
• Develop role-specific training materials for retail operations, corporate departments, warehouse, and distribution teams.
• Maintain and continuously improve training content to ensure it reflects current business processes, company policies, operational standards, and regulatory requirements.
• Evaluate the effectiveness of training programs and implement improvements based on feedback, business needs, and performance outcomes.
Learning Systems & Reporting
• Manage the company's Learning Management System (LMS) and learning content.
• Track training completion, participation, certifications, and learning effectiveness.
• Develop dashboards and reports to measure training outcomes and organizational development initiatives.
• Monitor learning metrics and recommend improvements based on data and feedback.
Cross-Functional Collaboration
• Partner with Operations, Human Resources, Compliance, Safety, and department leaders to support company initiatives.
• Assist with new store openings, operational changes, and company-wide projects by providing training and change management support.
• Collaborate with subject matter experts to develop department-specific training programs.
Compliance
• Ensure all required training complies with company policies and regulatory requirements.
• Maintain accurate training records and certifications.
• Monitor changes in employment laws and industry best practices that impact learning programs.
Qualifications
• Bachelor's degree in Human Resources, Organizational Development, Education,
Business Administration, or a related field preferred, or equivalent experience.
• Minimum of 5-7 years of progressive experience in learning and development, talent development, training, or organizational development.
• Experience designing and facilitating leadership development programs.
• Multi-location retail, grocery, hospitality, or distribution experience preferred.
• Experience with Learning Management Systems (LMS), HRIS platforms, and adult learning principles.
Knowledge, Skills, and Abilities
• Knowledge of adult learning principles and instructional design.
• Strong facilitation and presentation skills.
• Experience developing leadership and management training.
• Knowledge of performance management and succession planning.
• Strong project management and organizational skills.
• Excellent verbal and written communication skills.
• Ability to influence and coach leaders at all levels.
• Strong analytical and problem-solving abilities.
• Proficiency in Microsoft Office and learning technologies.
• Bilingual (English/Spanish) required.
Physical Requirements
• Ability to travel frequently between company locations.
• Ability to stand and facilitate training sessions for extended periods.
• Ability to occasionally lift up to 25 pounds.
• Ability to work in office, retail, warehouse, and training environments.
Work Environment
This position is based at the corporate office and requires frequent travel to all company store locations and operational facilities. The Learning & Development Manager works closely with department leaders and employees to deliver training, observe operations, and support leadership development initiatives. The role requires regular facilitation of in-person and virtual training sessions, as well as time spent in retail and production environments to ensure training aligns with operational needs. Occasional early mornings, evenings, weekends, and overnight travel may be required to support business needs, new store openings, leadership meetings, and training events.
Key Performance Indicators (KPIs)
• Leadership training completion rate
• New hire onboarding completion and effectiveness
• Training completion and compliance rates
• Internal promotion rate
• Succession plan readiness
• Employee engagement related to development
• Performance review completion and quality
• Leadership program participation
• Learning satisfaction scores
• Employee retention
• Time-to-productivity for new hires
• Development plan completion
• Training budget management
• Learning Management System utilization