What are the responsibilities and job description for the Learning and Development Manager position at Augment Jobs?
Job Summary: The Learning and Development Manager is responsible for overseeing the design, implementation, and management of learning and development programs that enhance employee skills, knowledge, and performance. This role involves leading the development of training initiatives, managing the learning and development team, and ensuring that learning programs align with the organization’s strategic goals. The Learning and Development Manager works closely with HR leadership and business units to create a culture of continuous learning and professional growth within the organization.
Key Responsibilities
Key Responsibilities
- Learning and Development Strategy:
- Develop and implement a comprehensive learning and development strategy that aligns with the organization’s goals and objectives.
- Identify current and future training needs through job analysis, career pathing, and consultation with business leaders and HR teams.
- Create a roadmap for training programs that support employee development, leadership growth, and organizational effectiveness.
- Program Design and Implementation:
- Oversee the design and delivery of training programs, workshops, e-learning courses, and other learning initiatives that address identified skill gaps and development needs.
- Ensure that all learning programs are engaging, effective, and aligned with best practices in adult learning and instructional design.
- Manage the implementation of new learning technologies, tools, and platforms to enhance training delivery and accessibility.
- Team Leadership and Development:
- Lead and manage the learning and development team, providing guidance, coaching, and support to ensure high performance and professional growth.
- Foster a collaborative and innovative team environment that encourages creativity and continuous improvement.
- Conduct regular performance reviews and provide feedback to team members to support their development and career progression.
- Employee Development and Succession Planning:
- Partner with HR and business leaders to identify high-potential employees and develop tailored development plans to support their career growth.
- Design and implement leadership development programs that build the skills and competencies needed for future leaders within the organization.
- Support succession planning efforts by identifying critical roles and creating development plans for potential successors.
- Learning Management System (LMS) Administration:
- Oversee the administration of the Learning Management System (LMS), ensuring that it is effectively used to track, manage, and report on all learning activities.
- Ensure that the LMS is user-friendly and accessible to all employees, providing training and support as needed.
- Monitor and evaluate the effectiveness of the LMS, making recommendations for improvements and upgrades as necessary.
- Evaluation and Continuous Improvement:
- Develop and implement metrics to assess the effectiveness of learning and development programs, including participant feedback, knowledge retention, and business impact.
- Use data-driven insights to continuously improve learning programs and ensure they meet the evolving needs of the organization.
- Stay current with industry trends, best practices, and emerging technologies in learning and development.
- Budget and Resource Management:
- Develop and manage the learning and development budget, ensuring that all programs and initiatives are delivered within financial constraints.
- Identify cost-saving opportunities and make recommendations for optimizing learning and development spending.
- Manage relationships with external training providers, vendors, and consultants to ensure high-quality and cost-effective services.
- Stakeholder Collaboration:
- Collaborate with HR leadership, business units, and other stakeholders to ensure alignment of learning and development initiatives with organizational goals.
- Engage with senior leaders to promote the value of learning and development and secure buy-in for training programs.
- Act as a learning and development advisor to managers and employees, providing support and resources as needed.
- Diversity, Equity, and Inclusion (DEI) Initiatives:
- Develop and deliver training programs that support the organization’s DEI goals, including unconscious bias training, cultural competency, and inclusive leadership.
- Ensure that all learning and development initiatives are inclusive and accessible to a diverse workforce.
- Promote a culture of inclusion and respect through targeted learning programs and initiatives.
- Bachelor’s degree in Human Resources, Education, Organizational Development, or a related field; Master’s degree preferred.
- 5 years of experience in learning and development, with at least 2 years in a leadership role.
- Strong knowledge of adult learning principles, instructional design, and training methodologies.
- Proven experience in designing and implementing successful learning and development programs.
- Excellent leadership, communication, and interpersonal skills, with the ability to influence and engage stakeholders at all levels.
- Proficiency in using Learning Management Systems (LMS) and e-learning platforms.
- Strong analytical and problem-solving skills, with the ability to use data to drive decision-making and program improvements.
