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The Learning and Experience Manager is responsible for planning, coordinating, implementing, evaluating, and enhancing training and development programs across the organization. This role also serves as a key partner for the sales enablement team in designing and creating learning content. They monitor L&D trends, tools, and techniques to integrate with our existing practices and materials. They analyze training data to measure training application and impact.

 

KEY RESPONSIBILITIES

 

Training Program Administration (50%)

· Conduct needs assessments to identify skill gaps and associated training by collaborating with the sales enablement team and respective sales leaders.

· Design, develop, and implement engaging training programs, workshops, and learning activities tailored to organizational needs

· Apply best practices from learning design theory to program design and evaluation

· Partner with local sales teams to schedule and coordinate delivery of all training resources and sessions to equip trainers and participants

· Coordinate with external trainers, subject matter experts, and vendors for specialized training topics

· Maintain comprehensive training calendars and communicate schedules to stakeholders

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Learning Management System (LMS) Oversight (15%)

· Upload, organize, and update training materials and digital learning resources

· Track and report on training activities, completion rates, and employee progress

· Generate analytics and dashboards for management review

· Ensure all training materials are accessible to relevant parties

 

 

Program Evaluation (15%)

· Evaluate training program effectiveness by collecting feedback, analyzing performance metrics, and recalibrating strategies to enhance outcomes

· Administer post-training surveys and assessments

· Maintain accurate training records and documentation for all employees

· Conduct training needs analysis and recommend program improvements

 

Cost and Vendor Management (10%)

· Monitor cost-effectiveness of all learning initiatives

· Research and evaluate training vendors, platforms, and external resources

· Identify opportunities for cost savings while maintaining quality

 

Employee Development Support (10%)

· Advise employees on available training options and career development resources

· Promote learning and development initiatives across the organization through various communication channels

· Support leadership development programs by engaging with participants and their managers

 

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.