Role OverviewThe Senior Manager, Learning & Development (L&D) is responsible for shaping and driving a high-impact learning strategy that builds a culture of continuous development across the organization. This role leads the design and execution of scalable learning programs, establishes effective operating mechanisms, and curates a comprehensive curriculum that supports leadership growth, front-line leader effectiveness, and job-specific capability building.
This leader partners closely with business stakeholders, HR, and senior leadership to align learning initiatives with organizational goals, ensuring employees at all levels have the skills and capabilities needed to succeed.
Key Responsibilities1. Build a Learning Culture- Champion a culture of continuous learning, curiosity, and growth across the organization
- Embed learning into the employee lifecycle, from onboarding through leadership development
- Promote modern learning practices (e.g., social learning, on-demand learning, experiential development)
- Influence leaders to actively support and model development behaviors
2. Establish Operating Mechanisms- Design and implement scalable L&D processes, governance, and frameworks
- Develop annual and quarterly learning strategies aligned to business priorities
- Define success metrics and reporting mechanisms to measure learning effectiveness and ROI
- Manage learning technologies (LMS/LXP) and vendor partnerships
- Ensure consistent needs assessment, program design, delivery, and evaluation standards
3. Curate and Deliver Enterprise Learning Curriculum- Build and maintain a comprehensive, role-based learning curriculum across the organization
- Oversee development and curation of content across multiple modalities (digital, instructor-led, blended)
- Ensure accessibility and relevance of learning programs for a diverse workforce
4. Leadership Development- Design and deliver leadership development programs for all levels (emerging, mid-level, and senior leaders)
- Create frameworks for leadership competencies and career progression
- Partner with HR and executive leadership on succession planning and talent development strategies
5. Job-Related Skills Development- Partner with business leaders to identify critical skill gaps and future capability needs
- Curate and deliver technical, functional, and role-specific training programs
- Support reskilling and upskilling initiatives aligned with organizational priorities
6. Stakeholder Partnership & Influence- Collaborate with HR Business Partners and functional leaders to align learning strategies with business needs
- Act as a trusted advisor to leadership on organizational capability building
- Lead cross-functional initiatives to drive enterprise-wide development outcomes
Qualifications- Bachelor's degree in Human Resources, Organizational Development, Business, or related field (Master's preferred)
- 8-12+ years of experience in Learning & Development, Organizational Development, or Talent Management
- Proven experience building and scaling learning strategies and programs
- Strong expertise in leadership development and adult learning principles
- Experience implementing L&D operating models, systems, and metrics
- Excellent stakeholder management and influencing skills
Key Competencies- Strategic thinking and execution
- Change leadership and cultural transformation
- Data-driven decision making
- Program design and curriculum development
- Communication and facilitation skills
- Collaboration and stakeholder alignment
