The Regional Learning & Development Manager serves as the region’s Capability Partner for both partner (office) and craft (field) employees, translating enterprise talent and capability strategies into measurable business outcomes. This role partners closely with regional business leaders, the Region HR Vice President, and HR Business Partners (HRBPs) to diagnose capability gaps, enable leaders, and ensure that enterprise programs—spanning leadership development, performance, and succession—are effectively adopted and embedded in day-to-day operations.

At its core, this role focuses on capability outcomes, leader effectiveness, and sustained behavior change, while ensuring effective execution of regional learning and development solutions.  

  
RESPONSIBILITIES

 

1. Capability Diagnosis & Business Alignment 

• Partner with regional leadership and HRVP/HRBPs to define a Top Talent and capability strategy that supports regional business plans. 

• Partner with HRBPs to diagnose root causes of skill, leadership, process, and structure gaps and align to enterprise frameworks; translate insights into clear capability priorities and development plans. 

2. Deployment of Enterprise Talent & Capability Solutions 

• Use talent review and business insights to identify development needs and deploy/embed enterprise and national programs that address those needs. 

• Align across Capability Leaders and National L&D to tailor enterprise content and programs for region-specific needs while maintaining enterprise standards; act as a connector between National L&D and business leaders/HRBPs. 

• Provide consultative direction on learning programs and strategy, including approval of the regional training calendar and partnerships with internal/external institutes to maximize learning impact. 

3. Leader Enablement & Adoption 

• Enable leaders to effectively apply enterprise frameworks and tools (e.g., performance conversations, succession planning, leadership expectations). 

• Build internal teaching and coaching capability (e.g., train-the-trainer, peer groups, cohorts) with a focus on leader enablement rather than direct program ownership. 

• Reinforce learning and capability application through ongoing engagement and long-term plans for applying key learnings in the business. 

4. Talent System Integration & Change Support 

• Support high-quality regional talent reviews and succession discussions and ensure alignment between identified talent gaps and capability-building actions. 

• Partner with change management resources and reinforce the organization’s change philosophy by enabling leaders and teams to adopt new ways of working; apply enterprise OD/OE principles where appropriate. 

• Proactively plan and facilitate targeted working sessions (e.g., leadership alignment, capability application, cohort and peer group sessions) with business leaders and/or HRBPs to address key talent opportunities. 

5. Program Planning, Measurement & Training Support 

• Partner with HRBPs and business leaders to monitor capability adoption and behavior change, track progress against defined success measures, and adjust plans based on insights. 

• Oversee analysis of learner feedback and other data, set program metrics and goals, and monitor performance metrics to drive continuous improvement of regional development solutions. 

• Drive analysis of workforce knowledge and skills required to deliver on the organization’s strategy and adjust capability plans accordingly. 

• Select and manage resources (internal and external), build a network of subject matter experts, optimize training processes for efficiency, and manage/approve the regional training budget. 

• Partner with Regional HR and the extended L&D team to align solutions with business needs, leverage existing solutions and LMS capabilities, and manage communications (e.g., LMS updates, schedules, newsletters) so employees understand available resources. 

• Support and, when needed, facilitate key learning experiences (e.g., leadership sessions, peer groups) to model effective practice and reinforce enterprise capability frameworks; travel within the region to jobsites, meetings, and training events as needed. 

   

What This Role Does Not Own 

• Design of enterprise learning curriculum or capability frameworks or instructional design.  

• Ownership of the overall enterprise program portfolio or vendor strategy. 

• Primary facilitation of enterprise learning & development programs. 

• Training logistics, scheduling, or LMS administration (beyond regional oversight and partnership with Shared Services and LMS teams). 

   

Key Relationships 

• Business Leaders (Regional): Partner to drive capability and performance outcomes aligned to regional business strategies. 

• HR Business Partners / HRVP: Align on talent priorities, Top Talent strategy, and leadership effectiveness; co-create development plans and follow-through. 

• Talent & Capability COE / National L&D: Provide input and feedback on regional needs; deploy enterprise solutions; align and coordinate on program design and content. 

• Anchor Center / L&D Managers & Directors / Shared Services & Learning Operations: Support application of leadership development experiences, ensure consistency in content/format/process, and provide program administration, logistics, reporting, and LMS configuration. 

 

QUALIFICATIONS 

• Bachelor’s degree in Business Administration, Human Resources, Education, or related field preferred. 
• 7+ years of experience in leadership development, talent management, HR business partnership, and/or managing regional or large-scale learning and capability programs. 
• Demonstrated ability to diagnose business and organizational needs and translate them into clear capability actions and development solutions. 
• Extensive experience in learning and development program deployment and implementation at scale, with strong consulting, influencing, collaboration, and communication skills. 
• Proven project management capability and ability to prioritize, execute, and follow through on initiatives independently. 
• Ability to assess skills and knowledge, determine appropriate developmental solutions, and encourage participation and motivation across all levels; comfort supporting delivery in multiple formats (classroom, virtual, on-the-job, synchronous, asynchronous, etc.). 
• Ability to travel within the region with occasional overnight stays and work effectively with LMS/online development tools and Microsoft Office. 

   

• Improved leadership effectiveness and capability in the region; stronger and more ready succession pipelines for critical roles. 
• Increased adoption and quality of performance management and talent review practices, with demonstrated behavior change following leadership and capability initiatives. 
• Clear alignment between regional business priorities and capability-building efforts, ensuring enterprise talent investments translate into measurable business outcomes.

McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status.

NOTICE TO EXTERNAL SEARCH FIRMS: McCarthy’s Talent Acquisition Team is the only authorized representative permitted to engage with external search firms, staffing agencies, or other third-party recruiting partners. McCarthy maintains an Approved Agency List for recruiting partners, which is reviewed and updated annually.

McCarthy will only consider submissions from agencies with a signed fee agreement in place for the current year. McCarthy does not accept unsolicited resumes, candidate submissions, or referrals from agencies that do not meet these requirements.

If a candidate is submitted without an active agreement, McCarthy will have no obligation to pay any fees and reserves the right to contact, engage, interview, or hire such candidate(s) without any financial or other responsibility to the submitting agency. Unsolicited resumes, including those sent directly to hiring managers or other employees, will be considered the property of McCarthy.