LEARNING AND DEVELOPMENT PROGRAM MANAGER

Overview :

The Learning and Development Program Manager is focused on employee growth and development and will manage the design, development, and implementation of professional development programs for individual contributors and leaders across the organization. The L&D Program Manager is responsible for assessing the current skills of employees, identifying gaps, and designing tailored learning programs. Reporting to the Director of Learning and Development, the L&D Program Manager will work closely with business leaders and partners across the HR organization to manage our leadership and professional development program primarily for our corporate office employees.

Responsibilities :

• Design, develop, and implement effective learning programs, including instructor-led courses, eLearning modules, and other training initiatives for both individual contributors and leaders.
• Facilitate learning using a variety of instructional techniques and formats such as simulations, team exercises, group discussions, videos, and interactive lectures, including offering learning opportunities based on operational needs.
• Collaborate with various departments across the organization as a Leadership and Professional Development SME to ensure that the learning opportunities align with both organizational goals and talent development roadmap.
• Act as a strategic learning thought partner to HR colleagues and operations partners throughout the organization.
• Manage the implementation of learning programs, ensuring they are accessible, engaging, and effective.
• Manage external partners and solutions to supplement internal resources in the implementation of learning programs.
• Collect program feedback and evaluations, and compile regularly scheduled report-outs.
• Apply tools to measure learning solution effectiveness and its impact on performance.
• Conduct recurring content audits to ensure all materials are up to date and at their most effective.
• Keep up-to-date with the latest trends in learning and development, including new technologies and methodologies.

Qualifications :

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractors legal duty to furnish information. 41 CFR 60-1.35(c)

LA County Applicants : The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.