Position SummaryThe Manager Learning Performance & Delivery leads the enterprise delivery engine that converts learning solutions into employee readiness, confident skill application, and sustained performance. The role establishes facilitation and readiness standards, manages delivery capacity and quality, develops Learning Performance talent, and ensures learning is reinforced beyond the classroom through coaching, practice, performance support, and follow-through with business leaders.
The Manager establishes team goals and priorities, translates functional strategies into operational plans, and oversees the quality, consistency, and effectiveness of learning delivery. Working with leaders, business stakeholders, and subject matter experts, the position assesses learning and performance needs, allocates resources, manages projects and programs, and implements solutions aligned with business objectives. The Manager is accountable for employee selection, development, performance management, and corrective action, as well as functional procedures, internal controls, budget input, and continuous improvement.
This is an on-site role with the flexibility to be based at either our Clive, IA location or the North Liberty Financial Center.
Salary range for this position is $103,793.30 - $121,346.42 with a progressive benefit package.
Essential Duties and Responsibilities
Performs essential duties and responsibilities in the following areas which may include but are not limited to those listed and are subject to change.
Adheres to the Credit Union's core values and Service Standards in conducting GreenState's mission and vision.
Demonstrates a positive member service (internal and external) focus at all times.
Demonstrates teamwork in all interactions with coworkers and in the completion of all duties and responsibilities.
Ensures confidentiality of member information.
Supports a diverse and inclusive work environment.
Lead and manage the Learning Delivery function, establishing annual and short-term goals, work priorities, service expectations, and operating plans aligned with organizational objectives.
Lead, coach, develop, inspire, and evaluate learning professionals while providing clear expectations for quality, preparation, follow-through, and collaboration while providing ongoing feedback, professional development, performance appraisal, recognition, and corrective action as appropriate.
Oversee the consistent delivery of instructor-led, virtual, blended, and technology-enabled learning supporting onboarding, role readiness, compliance, employee development, and workforce capability.
Own workforce planning, assignment decisions, delivery coverage, scheduling priorities, workload balancing, and escalation across the learning delivery portfolio.
Establish and maintain enterprise standards for facilitation, learner readiness, observation, feedback, calibration, reinforcement, accessibility, and delivery quality across in-person, virtual, blended, and experiential learning.
Partner with Learning Experience Design to ensure solutions are delivery-ready, practical, accurate, scalable, and supported by effective facilitator guides, learner materials, practice activities, and performance supports.
Partner with Learning Technology & Insights to strengthen scheduling, learner access, participation records, evaluation data, dashboards, automation, and the employee learning experience in LearningLeaf and related tools.
Partner with Leadership & Organizational Development and Service & Sales Performance to align delivery resources, facilitation expertise, coaching, reinforcement, and measurement around enterprise priorities.
Consult with business leaders and subject matter experts to clarify readiness needs, desired performance, operational constraints, implementation risks, and the respective accountabilities of the business and L&D.
Oversee the transition of new or revised learning solutions from design into pilot, facilitator preparation, launch, reinforcement, maintenance, and continuous improvement.
Partner with leaders, business stakeholders, and subject matter experts to assess capability gaps, establish priorities, and implement learning solutions aligned with business needs.
Allocate staff, programs, schedules, and learning resources to meet established timelines, service levels, quality standards, and changing organizational priorities.
Establish and maintain learning-delivery procedures, facilitation standards, learner-support practices, internal controls, quality measures, and documentation requirements.
Monitor learning outcomes, employee performance, operational measures, and stakeholder feedback to evaluate functional effectiveness and direct improvements.
Manage learning programs, projects, and cross-functional initiatives, ensuring clear scope, responsibilities, communication, timelines, risk management, and deliverables.
Resolve escalated staffing, learner, program, and process issues and exercises decision-making authority within established policies and approved parameters.
Manage assigned resources and budget responsibilities while leading improvements that strengthen learning effectiveness, operational efficiency, employee readiness, and scalability.
Create structured development pathways for Learning Performance Specialists, including observation, rehearsal, certification or readiness checks, coaching, stretch assignments, and progression expectations.
Conduct formal people-leadership responsibilities, including hiring, onboarding, goal setting, one on-ones, performance reviews, career development, recognition, corrective action, and employee relations partnership.
Job Requirements/Expectations
Bachelor’s degree in Human Resources, Organizational Development, Education, Business Administration, Communications, or a related field; or an equivalent combination of education and experience.
Minimum seven years of progressively responsible experience in learning and development, training, talent development, organizational development, human resources, or a related field.
Prior experience managing professional employees, including responsibility for selection, coaching, performance evaluation, employee development, and corrective action.
Demonstrated experience establishing functional goals, operational plans, work priorities, and performance expectations.
Strong knowledge of adult learning principles, facilitation, instructional design, performance consulting, learning transfer, and capability development practices.
Demonstrated ability to assess learning and performance needs and implement practical solutions aligned with business objectives.
Experience managing learning programs, projects, resources, and initiatives involving multiple stakeholders and competing priorities.
Demonstrated ability to establish standards, coach facilitators, assess delivery quality, use data and feedback, and improve learner and business outcomes.
Strong business partnership, consultation, communication, change leadership, prioritization, and conflict-resolution skills.
Familiarity with Cornerstone is preferred. Ability to use learning data, operational measures, and stakeholder feedback to evaluate effectiveness and direct improvements.
Advanced leadership, communication, consultation, decision-making, problem-solving, and relationship-management skills.
Proficiency with learning management systems, virtual delivery platforms, Microsoft Office applications, and related learning technologies.
Professional certification in talent development, facilitation, coaching, leadership development, or project management preferred.
Occasional travel between locations may be required. Must maintain a valid driver’s license if travel is required for the position.
Must be bondable.
Reporting RelationshipThis position reports to the VP Learning & Development.
Supervisory ResponsibilitiesThis position is responsible for the supervision of others.
