Director, Learning & Development

The Marmon Group LLC

As a part of the global industrial organization Marmon Holdings—which is backed by Berkshire Hathaway—you’ll be doing things that matter, leading at every level, and winning a better way. We’re committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone’s empowered to be their best.

The Director of Learning & Development leads the design and delivery of Marmon’s organization-wide learning strategies that support business goals and organizational change. The role focuses on measurable impact, tracking key metrics like employee engagement, program participation, and upskilling results. This position integrates learning programs into a unified system aligned with Marmon’s vision and talent strategy, using technology to enhance the LMS and provide innovative solutions such as microlearning, AI-driven personalized paths, and immersive skills training.

Collaboration is essential, as the Director works with cross-functional teams and regularly engages business leaders and HR partners to ensure alignment and share best practices. By partnering with Talent Management, Talent Acquisition, and Corporate functions, the Director ensures consistent, high-quality training and delivers L&D initiatives that drive business outcomes and support Marmon's long-term success.

What You'll Do:

• Learning Platform User Experience Program Lead: Act as the program lead for the learning experience platform (LXP), responsible for designing both the overall architecture and the user experience of the virtual L&D platform partnering across Corporate functions. Maintain up-to-date knowledge of AI advancements within the LXP to ensure support of Marmon’s learning and development strategy.
• Compliance Training: Manage enterprise compliance and mandatory training with respective program owners and the LMS Administrator by leveraging audience segmentation and stakeholder input. Collaborate with IT, Legal, HR, and other teams to create, review, and deliver training solutions. Partner with Communications to organize annual or quarterly training schedules and updates, sharing information via email, intranet, and HRIS systems.
• Needs Assessment & Data Analytics: Collaborate with business and HR leaders to conduct learning needs assessments and identify skill gaps across the enterprise. Track learner behavior and performance trends to support data-driven decision-making, define business requirements, and establish learning objectives that address organizational needs.
• Program Design & Innovation: Serve as program manager for the strategic design and implementation of leadership development initiatives tailored for frontline employees, emerging leaders, mid-level and senior executives, as well as enterprise-wide training for high-potential leadership talent. Direct a comprehensive range of learning modalities, including e-learning, blended courses, and technical skills development, utilizing adaptive platforms, subject matter experts, and integrated real-time feedback mechanisms. Curate and recommend digital resources and tools, and design new programs in alignment with organizational needs.
• Program Management: Act as the principal point of contact for enterprise learning inquiries. Track program progress, identify and address gaps, and keep stakeholders informed with regular updates. Maintain adherence to instructional design standards while collaborating with vendors and internal partners to fulfil organizational objectives. Manage the accessibility and quality of learning courses, media, and platforms, ensuring coordination with IT, Communications, and HR departments.
• Training Delivery and Facilitation: Deliver learning content using skilled facilitation methods as needed. Provide executive and leadership development coaching for top leaders in the organization. Manage third-party facilitators and executive coaches, ensuring they possess the necessary skills and experience relevant to the specific topic and audience.
• Measurement of Impact: Define and monitor key performance indicators (KPIs) to evaluate the effectiveness and ROI of training programs. Use data to demonstrate the value of L&D initiatives to executive stakeholders. Create and share monthly or quarterly dashboards using LMS data to illustrate the impact of learning on employee growth, development, bench strength, and engagement.
• Technology Management: Select, implement, and manage learning technologies and improvements to the Learning Management Systems (LMS). Evaluate AI-powered tools and vendors to ensure alignment with organizational technology needs and cost ef