SUMMARY 

The Learning & Development Manager will be responsible for designing, building, and leading the organization’s Learning & Development function from the ground up. This role will establish the strategy, structure, and programs necessary to support employee development, leadership capability, and organizational effectiveness across the company.

The Learning & Development Manager will partner closely with senior leadership and Human Resources to identify capability gaps, develop scalable training frameworks, and implement learning programs that support operational excellence, leadership development, and long-term workforce growth. Focuses will include:

 

1. Systems training


2. Sales training


3. Manager training


4. Leadership development program


5. Internship/New Grad program


6. Trades school program 

 

This role requires a strategic builder who can develop a comprehensive learning ecosystem, including onboarding programs, leadership development, technical training, compliance education, and career development pathways. The individual will also establish the tools, processes, and measurement frameworks needed to ensure training initiatives deliver measurable impact and support the organization’s long-term talent strategy.

 

 ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other job-related duties may be assigned. 

 

Build the Learning & Development Function

• Design and establish the company’s Learning & Development strategy, structure, and roadmap.


• Build scalable training frameworks that support employee development across departments and locations.


• Develop policies, processes, and standards for training delivery and evaluation.


• Create a long-term learning ecosystem that supports continuous employee growth.

Leadership & Management Development

• Design and implement leadership development programs for supervisors, managers, and emerging leaders.


• Create training focused on leadership effectiveness, communication, coaching, accountability, and performance management.


• Support succession planning initiatives and leadership readiness programs.

Employee Development & Career Growth

• Develop and implement a comprehensive new hire onboarding and training program that equips employees with the knowledge, tools, and resources needed to succeed in their roles and integrate into the company’s culture.


• Design and launch a Young Professionals Sales Development Program focused on recruiting and developing early-career sales talent, building foundational sales capabilities, and creating a structured pipeline of future account managers and sales leaders.


• Build career development pathways that allow employees to expand skills and advance internally.


• Develop training programs that strengthen professional, technical, and operational capabilities.


• Lead the integration of employee development planning into the organization’s performance management framework to support career progression, skill development, and leadership readiness.

Training Design & Delivery

• Design and deliver training programs through multiple learning methods including in-person, virtual, and blended learning formats.


• Develop training curriculum, facilitator guides, learning modules, and supporting materials.


• Manage and coordinate external training providers when specialized expertise is required.

Learning Technology & Systems

• Evaluate and implement learning technology platforms such as Learning Management Systems (LMS).


• Integrate learning programs with HRIS systems to track employee development and training completion.


• Ensure learning tools are scalable and accessible across the organization.

Organizational Capability Building

• Conduct training needs assessments to identify workforce capability gaps.


• Partner with leaders to develop targeted training programs that improve operational effectiveness.


• Develop programs that support change management, process improvement, and organizational growth.

Compliance & Workplace Training

• Implement compliance training programs including workplace safety, harassment prevention, and company policy training.


• Ensure training documentation meets regulatory and audit requirements.


• Maintain accurate training records and reporting.

Program Measurement & Continuous Improvement

• Establish metrics and reporting to evaluate the effectiveness of learning programs.


• Track training outcomes, engagement levels, and return on investment.


• Continuously refine programs based on feedback, data, and evolving business needs.