Learning and Development Senior Manager

Job Summary

The Learning and Development Senior Manager is responsible for overseeing the design, development, and delivery of effective learning programs that support employee development and organizational goals. The role is responsible for managing a team of learning and development specialists, evaluating learning needs, developing and implementing training strategies, and measuring the effectiveness of learning initiatives. The role possesses strong leadership, strategic planning, program management, evaluation and assessment, collaboration, and stakeholder management skills, as well as stays updated with industry trends, best practices, and emerging technologies in the field of learning and development.

The role also develops and implements policies and procedures to ensure compliance with relevant policies, regulations, and industry standards. The Learning and Development Senior Manager also manages budgets and resources effectively to maximize the impact of learning initiatives on employee development and organizational goals.

• Provides leadership and strategic direction to a team of learning and development specialists by setting clear expectations, providing coaching and feedback, and ensuring that team members have the necessary resources and support to perform their roles effectively.
• Develops and implements a comprehensive learning strategy that aligns with the organization's overall talent management and business objectives by identifying learning needs through needs assessments, and creating a roadmap for designing, delivering, and evaluating learning initiatives.
• Oversees the design, development, and implementation of effective learning programs, including curriculum, training materials, instructional content, and resources, to address the learning needs of employees at all levels of the organization.
• Ensures the delivery of engaging and effective training sessions using a variety of methods, such as classroom training, virtual training, e‑learning, and blended learning, to ensure that employees acquire the necessary knowledge and skills to perform their roles effectively.
• Implements processes to evaluate the effectiveness of learning programs, collecting, and analyzing data, gathering feedback from learners and stakeholders, and using insights to continuously improve learning initiatives to measure their impact on employee performance and organizational goals.
• Collaborates with key stakeholders, such as HR business partners, subject matter experts, and leaders, to understand business needs, align learning initiatives with organizational goals, and ensure that learning programs are integrated with other talent management efforts.
• Oversees the utilization of learning technologies, such as learning management systems (LMS), authoring tools, and other e‑learning platforms, to design, deliver, and manage learning programs, track learner progress, and generate reports.
• Develops and implements policies and procedures to ensure compliance with relevant policies, regulations, and industry standards related to learning and development initiatives, data privacy, and intellectual property.
• Manages budgets and resources effectively to maximize the impact of learning initiatives on employee development and organizational goals, including vendor management, procurement, and cost optimization.

• 10-12 years of experience in Organizational Learning and Development.
• Bachelor's degree in Human Resources, Talent Development, or related fields is required.
• Master's degree in Business Management, or related field is preferred.

• Certified Professional in Learning and Performance (CPLP)
• Certified Professional in Training Management (CPTM)

• Vendor Management
• Content Creation
• Capacity Building
• Budget Management
• Training Programs Evaluation
• Learning Software
• Learning Content Analysis
• Strategic Planning
• Developmental Needs Assessment
• Training Programs Implementation
• Learning and Development Theories
• Learning Strategy

This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.