Learning and Development Manager

The Learning & Development Manager will design, implement, and oversee training programs that enhance employee skills, productivity, and performance.

This leadership role requires an extensive amount of cross-functional interaction with all sides of the business, as well as direct leadership of personnel.

Job Duties:

Training Program Development:

• Identifies training needs through job analysis, appraisals, and consultations with managers.
• Designs and develops comprehensive training programs including technical, safety, and soft skills training.
• Designs and develops training materials, instructor guides, manuals, training aids, E-learning, self-directed programs, evaluation/assessment materials, tools, in collaboration with the Director of Operations.
• Recommends and coordinates updates to existing training material to ensure continuous improvement of learning content and delivery techniques.
• Recommends curriculum, course content and development schedules in support of achieving development roadmap.
• Develops project schedules and is responsible for determining and acquiring resources needed.
• Manages Train the Trainer programs for manufacturing.

Implementation and Delivery:

• Plans and delivers training programs, using methods such as classroom training, e-learning, workshops, on-the-job training, and conferences.
• Develops training/change management strategies for the implementation of new processes by working closely with management to fill the voids, enhance hi-potential development and help the organization to effectively foster an environment creating growth & opportunity for employee development.

Assessment and Evaluation:

• Monitors and evaluates the effectiveness of training programs.
• Gathers feedback and makes necessary adjustments to improve programs.
• Identifies, assess, and recommends ongoing and/or new training aligned with philosophy and business need.
• Assists the Director of Operations in assessing the effectiveness of individual and leadership programs by making recommendations and modifying programs and materials based upon the results of training effectiveness metrics and quality review results.
• Identifies, implements, and integrates selected assessment tools (competencies) into development programs.
• Identifies and analyzes knowledge and performance gaps and implements solutions.
• Oversees management of the LMS, regarding required training(s).
• Evaluates organizational performance to ensure that training meets business needs and improves performance.
• Evaluates training materials prepared by instructors, such as outlines, text, presentations, or handouts.

Compliance and Reporting:

• Ensure all training programs comply with regulatory requirements.
• Maintain accurate records and prepare reports on training activities and outcomes.
• Maintain oversight of non-compliance learning and development processes (e.g., enrollment, facilitator(s), calendar process).
• Oversee the collection and entry of data into learning management system (new hires).
• Utilize evaluations data to make improvements in deliverables.

Leadership and Support:

• Support and coach managers and supervisors in developing their teams.
• Lead a small team of training specialists.
• Support HR related projects and lead learning efforts across the organization.
• Provide coaching for associates to understand the learning needs and issues affecting their personal development, job satisfaction to accelerate development and reduce turnover.
• Develop a base of subject matter experts to foster a culture of leaders developing leaders.
• Continuously seek and support innovative approaches, practices, and processes to improve the efficiency and quality of training services offered.
• Research and recommend alternative, disruptive learning solutions and methods to promote employee engagement.
• Facilitates information using a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions and videos.
• Partners with cross-functional business teams and HR teams to identify and implement training curriculum.
• Acts as a key contact for cross-functional communication/relationships relative to training programs.
• Developments & implements communication strategy in partnership with Director of Operations to reinforce learning and ensure participants and Managers are aware of expectations and vision for learning & development program.
• Identifies and arranges suitable training solutions for direct reports.
• Hires, trains, and supervises manufacturing team members.
• Performs corrective actions.

Budget Management:

• Develops and manages the training budget.
• Allocates resources efficiently to achieve training goals.
• Tracks & reviews expenses to ensure spending stays within the budget.
• Identifies areas for cost-saving.
• Evaluates the ROI for different training initiatives to ensure they meet organizational goals & provide value.
• Ensures that all spending complies with company policies.