Position Summary:

The Senior Manager, Learning & Development is a builder and operator responsible for architecting Bishop Lifting Products' enterprise training infrastructure from the ground up - and running it. This is not a program maintenance role. The ideal candidate comes from a high-velocity, field-driven distribution or industrial supply environment (Home Depot, Grainger, Fastenal, HD Supply, MSC Industrial, or equivalent) and has led the design, deployment, and continuous improvement of scalable learning programs across a dispersed, non-exempt and exempt workforce. This role reports directly to the CHRO and will be accountable for developing and sustaining the capabilities that drive branch performance, leadership depth, and organizational readiness.

What You Will Build:
• A Branch Onboarding Certification Program - structured 30/60/90-day tracks for sales, operations, service, and branch management roles
• A Product Knowledge Certification System - tiered badging for rigging, lifting, rental, and service lines aligned to customer-facing competency standards
• A Leadership Development Rotation Program - structured cross-functional rotations for high-potential employees identified through succession planning
• A Manager Effectiveness Curriculum - frontline and mid-level manager training tracks covering coaching, performance management, safety accountability, and team development
• A Digital Learning Infrastructure - LMS selection, implementation, and content library management; identify and evaluate vendor partnerships and courseware providers
• A Safety Training Framework - in partnership with HSE, building compliance-driven training tied to certifications, renewals, and incident reduction goals
• A Built to Lift Employer Brand Training Component - learning programs that reinforce culture, values, and what it means to work at Bishop Lifting

What You Will Maintain & Operate:
• Ongoing LMS administration - content updates, user management, completion tracking, and reporting to SLT
• Annual training calendar and cadence management across all regions and branches
• New hire orientation and onboarding coordination with HR Business Partners and branch managers
• Certification tracking and renewal management - ensuring compliance with role-specific and regulatory requirements
• Vendor and facilitator relationships - managing third-party training providers, content licenses, and consultants
• Learning metrics and ROI reporting - time-to-productivity, certification rates, internal promotion rates, training completion, and engagement scores
• Training budget ownership - forecasting, tracking, and reporting against plan

Core Responsibilities:
• Design, build, and launch enterprise-wide learning programs from concept to deployment
• Conduct needs assessments by partnering with RVPs, RSDs, branch managers, and functional leaders to identify skill gaps and performance barriers
• Develop blended learning solutions: instructor-led, virtual, eLearning, on-the-job, and peer coaching models
• Lead the evaluation and implementation of a Learning Management System (LMS); manage ongoing platform administration
• Build and maintain a branch-level certification and badging framework across product lines and job families
• Design and facilitate rotation programs that develop cross-functional bench strength and succession pipeline
• Partner with HSE on mandatory safety training, OSHA compliance requirements, and site-specific certifications
• Serve as the internal SME on adult learning principles, instructional design, and training effectiveness measurement
• Manage a lean team and/or contractors; scale resources as the function matures
• Report training metrics, program status, and learning ROI directly to the Chief People Officer and SLT

Requirements:
• 7+ years of progressive L&D experience with at least 3 years in a manager or senior individual contributor role
• Background in distribution, industrial supply, MRO, equipment rental, or field-service-intensive businesses strongly preferred (Home Depot, Grainger, Fastenal, HD Supply, MSC Industrial, Sunbelt, United Rentals, or equivalent)
• Demonstrated experience building training programs from scratch - not inheriting established infrastructure
• Hands-on LMS administration experience; familiarity with platforms such as Cornerstone, Docebo, TalentLMS, Workday Learning, or similar
• Track record designing and deploying certification, badging, or credentialing programs across a multi-location workforce
• Experience facilitating leadership and management development programs
• Strong project management discipline - ability to manage multiple program builds simultaneously against hard deadlines
• Proficiency with instructional design tools (Articulate 360, Adobe Captivate, Vyond, or comparable)
• Data-driven - comfortable building and presenting learning dashboards and ROI metrics to senior leadership

Preferred Qualifications:
• ATD Certified Professional in Talent Development (CPTD) or Associate (APTD)
• SHRM-CP or SHRM-SCP
• Six Sigma, Lean, or continuous improvement training certification
• Certified Safety Professional (CSP) coursework or OSHA 30 certification
• Prosci or CCMP change management certification
• Experience in a private equity-backed environment with rapid growth and integration demands

Success Profile- Who Thrives Here?
• You have built a training function before. You know what it takes to go from zero to operational.
• You are comfortable in the field. You will visit branches, ride along with sales reps, and shadow service techs to understand the work before you design training for it.
• You operate with urgency. Bishop Lifting moves fast. Programs need to be good enough to launch, not perfect enough to delay.
• You influence without authority. You will need branch managers and RVPs to champion your programs. You know how to sell the value of learning internally.
• You are outcomes-obsessed. Every program you build connects to a business result - faster ramp, fewer errors, higher retention, stronger bench.
• You are a credible operator. You have done the work in industries where training isn't theoretical - it has safety and revenue consequences.

Work Environment & Travel:
• Houston, TX headquarters with hybrid flexibility; in-office presence expected 3 days per week minimum
• Travel to branch locations required - estimated 20-25% annually
• Periodic travel for offsite leadership events, training launches, and vendor meetings