Job Family Group

People Solutions

Job Profile

Learning & Development Sr Manager

Management Level

Sr Manager - Non People Leader

Flexible Work Option

Hybrid - Ability to work remotely part of the week

Travel %

Yes, 50% of the time

Work Shift

Day

Compensation
Compensation includes a base salary in the range of $111,500.00 - $185,900.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate's knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program.

Job Description

The Senior Learning Performance Consultant is a hybrid strategic learning consultant and expert facilitator who diagnoses business and workforce performance needs, shapes practical learning and performance solutions, and facilitates experiences that build capability and improve outcomes. This role partners with business leaders, subject matter experts, Learning Operations, Learning Design, and matrix partners to translate business strategies and capability gaps into right-sized, learner-centered solutions.

The role applies Learning and Performance Consulting practices to clarify performance problems, identify root causes, reduce unnecessary complexity, and focus solutions on the behaviors, resources, tools, and conditions that most directly improve outcomes. The consultant does not default to training; they determine whether facilitated learning, performance support, coaching, communications, process enablement, leader reinforcement, or a blended approach is most appropriate.

The role also advances AI readiness and digital capability within Learning & Development by responsibly applying AI-enabled tools and advising stakeholders on effective, ethical, role-relevant adoption. This position reports to the Director, Global Learning Consultation & Delivery.

Primary Responsibilities

Strategic Consulting & Business Partnership

• Consult with leaders and stakeholders to define business outcomes, performance expectations, audience needs, root causes, and success measures before recommending solutions.

• Diagnose workforce performance challenges using context, stakeholder input, learner data, and performance indicators to identify trends, risks, and capability needs.

• Build trusted relationships with internal clients, senior leaders, subject matter experts, HR partners, facilitators, vendors, and strategic partners to align learning efforts with business and talent priorities.

• Translate capability requirements into scalable learning and performance strategies that support workforce readiness, organizational effectiveness, and business growth.

Learning & Performance Consulting

• Apply Learning, Human Performance Improvement, and iterative design practices to right-size solutions, reduce waste, test assumptions, incorporate feedback, and improve adoption, transfer, and performance impact.

• Determine whether a need is best addressed through facilitated learning, performance support, coaching, job aids, communications, process enablement, leader reinforcement, or a blended solution.

• Recommend scalable solutions that balance learner experience, stakeholder needs, operational efficiency, and measurable business outcomes.

• Evaluate solution effectiveness, adoption, transfer, and business impact; use data and stakeholder feedback to improve solutions and inform future capability investments.

Facilitation & Learning Experience Leadership

• Design, curate, implement, and improve facilitated learning experiences that build professional, leadership, and enterprise capabilities through discussion, practice, reflection, application, peer learning, and leader-enabled transfer.

• Facilitate complex learning experiences for individual contributors, managers, leaders, and teams using inclusive approaches that engage diverse perspectives and move participants from awareness to behavior change.

• Develop or adapt instructional, facilitation, communication, reference, or performance-support materials needed for timely and effective implementation.

• Serve as a steward of the learner experience by advocating for practical, relevant, inclusive, and business-aligned solutions.

AI Readiness & Digital Capability

• Responsibly use AI-enabled tools to strengthen consultation, research, data and content analysis, curation, solution design, facilitation planning, learner support, evaluation, reporting, and continuous improvement.

• Assess AI-related capability needs with leaders and stakeholders and design learning or performance solutions that build employee confidence, adoption, and effective application of AI in the flow of work.

• Advise stakeholders on ethical, effective, and role-relevant AI adoption, including opportunities to improve productivity, personalizing learning support, surfacing insights, and accelerating capability development.

• Stay current on emerging AI technologies, workforce trends, and learning innovations; translate insights into recommendations that improve learning effectiveness and organizational capability.

Program & Stakeholder Leadership

• Partner with Learning Operations, Learning Design, business stakeholders, and subject matter experts to define scope, outcomes, deliverables, resources, timelines, communications, measurement plans, and implementation milestones.

• Lead initiatives from intake and discovery through implementation, facilitation, sustainment, measurement, and continuous improvement.

• Manage multi-program documentation, client profiles, stakeholder communications, implementation plans, marketing and communication support, and reporting with appropriate matrix partners.

• May select, manage, and evaluate vendors, consultants, or external partners to support quality, scalability, and operational effectiveness.

Agility, Ownership & Continuous Improvement

• Manage competing priorities, resources, and stakeholder expectations while demonstrating ownership, sound judgment, agility, and continuous improvement in a fast-paced and ambiguous environment.

• Share insights, best practices, lessons learned, and emerging learning methods across the Learning & Development team.

Qualifications

Minimum

• BA/BS degree in a related field and 8+ years of related experience in learning and development, performance consulting, leadership development, facilitation, organizational effectiveness, or MS degree with 6+ years of experience, Ph.D. with 3+ years of experience or 12 years of experience in lieu of a degree.

• Proficient with Microsoft Office, collaboration applications, virtual, blended, and in-person facilitation tools, and participant engagement technologies; able to quickly learn and apply new technologies, consulting practices, and facilitation techniques.

Strategic Consultation & Performance Improvement

• Demonstrated ability to diagnose business and workforce performance needs, identify root causes, align stakeholders, and apply learning, performance improvement, change, agile, and iterative practices to design solutions that drive measurable business outcomes.

Facilitation & Learning Leadership

• Demonstrated expertise in adult learning and human performance improvement, including designing, facilitating, and refining inclusive learning experiences that engage varied audiences, support on-the-job application, and drive behavior change across leadership levels.

Influence, Communication & Stakeholder Management

• Demonstrated ability to influence without authority, build trusted partnerships, navigate ambiguity, facilitate stakeholder alignment, and translate complex business concepts into practical learning and performance solutions for varied audiences and leadership levels.

AI, Analytics & Technology

• Demonstrated ability to responsibly leverage AI-enabled tools, emerging technologies, and qualitative and quantitative data to inform decision-making, evaluate effectiveness, improve operational efficiency, and drive continuous improvement.

Project Leadership & Execution

• Strong project leadership and execution skills, including managing priorities, scope, milestones, communications, stakeholder expectations, and multiple concurrent initiatives in a fast-paced environment.

Benefits

The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company's needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave.