Senior Manager, Learning & Development
New
A
AgeroLearning and development
Location: Remote; Hiring In: United States: Arizona, California, Florida, Georgia, Illinois, Massachusetts, Michigan, Missouri, New Hampshire, New York State, New Mexico, North Carolina, Tennessee, VirginiaFull-TimeManager
Salary99,600 - 125,000 USD per year
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Job Details
- Experience
- 8-10 years of progressive experience in corporate learning and development, instructional design, or talent development, including experience mentoring peers or leading teams.
- Required Skills
- Generative AI
Requirements
- Have a bachelor’s degree in Learning & Development, Organizational Development, Human Resources, or a related field, or equivalent work experience.
- Bring 8-10 years of progressive experience in corporate learning and development, instructional design, or talent development.
- Have experience mentoring peers or leading teams.
- Demonstrate experience operating modern digital talent stacks and implementing AI-driven learning tools.
- Apply adult learning theory, behavioral psychology, and cognitive science principles to learning design.
- Translate executive KPIs and operational metrics into learning interventions and performance dashboards.
- Build consultative partnerships across management levels and align capability frameworks with enterprise objectives.
- Manage concurrent learning initiatives independently, including scope, prioritization, and execution.
- A master’s degree or relevant professional certification such as CPTD or SHRM-SCP is preferred.
Responsibilities
- Develop operational toolkits, coaching frameworks, and continuous feedback mechanisms to support people managers.
- Direct the design and deployment of leadership, behavioral, and modular micro-learning programs.
- Modernize and govern enterprise learning technology by integrating Generative AI tools and digital talent platforms into operational workflows.
- Establish learning analytics dashboards to measure skill velocity, behavioral adoption, internal mobility, and business impact.
- Build and maintain a data-driven skills inventory.
- Partner with business leaders to forecast technology disruptions and design upskilling and reskilling pathways.
- Align learning outcomes with strategic business goals and employee time-to-proficiency.
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