Senior Learning & Development Program Manager

This position manages assigned learning, talent, and employee development programs that support the company’s talent strategy. This role contributes strategic input, translates priorities into practical program plans, and leads implementation, administration, coordination, maintenance, and ongoing improvement for assigned areas such as performance management support, succession planning tools, onboarding, team diagnostics, partner programs, and learning management system administration. Partners with HR leadership, HR Business Partners, Talent Acquisition, and business leaders to coordinate stakeholders, analyze program data, and recommend improvements that support employee development, leadership capability, and organizational effectiveness.

 

Responsibilities

 

Team Leadership & Supervision

• Manage, coach, and support the day-to-day work of the Learning & Development Coordinator, including priorities, deliverables, and quality of work.
• Assign and prioritize work to balance program planning, implementation, coordination, administration, and project support.

 

Succession Planning & Talent Management

• Manage assigned components of enterprise talent planning and succession processes in partnership with HR leadership and HR Business Partners.
• Recommend, support implementation of, and maintain tools that support talent reviews, succession planning, and identification of high-potential employees.
• Support development and maintenance of succession pipelines for critical roles across the organization.
• Coordinate talent review sessions, maintain documentation of development actions and follow-up items, and monitor progress toward talent planning goals.

 

 

Cross-Functional Collaboration & Partnerships

With Talent Acquisition (TA):

• Partner with Talent Acquisition to align candidate-to-employee transition points with onboarding practices and learning resources.
• Support internal mobility and succession planning by sharing relevant talent planning information for open roles, when appropriate.
• Share relevant onboarding, learning, and development insights with Talent Acquisition and HR Business Partners, when appropriate, to support internal mobility, onboarding readiness, and employee development.
• Provide Talent Acquisition with information about learning paths, onboarding resources, and financial offerings that may support candidate engagement.

 

With HR Business Partners (HRBPs):

• Partner with the VP of HR Business Partnerships to select, deploy, and manage tools for enterprise talent planning.
  • Partner with HR Business Partners to provide performance data, talent metrics, coaching resources, and development tools that support assigned business unit needs.
• Coordinate with HR Business Partners to deploy team diagnostics and development resources that address business unit needs and support team effectiveness.
• Support individual development planning by connecting development actions to available learning resources and business priorities.

 

Performance Management & Training

• Oversee administration and support activities for the performance management process and related tracking system.
• Develop and maintain training materials, resources, and manager guidance that support effective coaching, feedback, and performance conversations.
• Monitor completion rates, identify follow-up needs, and coordinate support for leaders and teams during performance review cycles.
• Coordinate leadership feedback surveys and summarize results to support leadership development and continuous improvement.

 

Learning Programs & Systems

• Maintain and improve a scalable corporate learning approach aligned with business needs and employee development priorities.
• Oversee Learning Management System administration, including course curation, content organization, reporting, user support, and ongoing improvements.
• Manage promotion, administration, and engagement efforts for enterprise partner programs, such as SmartDollar.
• Analyze learning metrics, utilization trends, and participation rates to inform recommendations and program improvements.

 

Onboarding & Team Diagnostics

• Manage assigned onboarding program areas and partner with HR leadership and stakeholders to maintain a consistent end-to-end onboarding experience.
• Advise hiring managers on effective onboarding practices and help leaders pre