WHAT DOES A LEARNING AND DEVELOPMENT MANAGER DO?

Reviewed by Lam Nguyen under Editorial Standards

Published: Jan 19, 2026 - The Learning and Development Manager creates and delivers clear, role-specific training materials and programs for sales, processes, and products. This position assesses training needs, incorporates best practices, and prepares new representatives while ensuring a smooth transition into their roles. The manager also collaborates with supervisors to identify performance gaps, observe real interactions, and provide targeted training that enhances results and customer satisfaction.

A Review of Professional Skills and Functions for Learning and Development Manager

1. Learning and Development Manager Duties

Learning Strategy: Create and execute learning strategies and programs for the hotel
Orientation Program: Develop a hotel orientation and onboarding program that creates a unique legendary service culture.
Development Analysis: Evaluate individual and organizational development needs to align with the hotel business needs
Learning Methods: Implement various learning methods hotelwide (e.g., coaching, job-shadowing, online training)
Training Design: Design and deliver e-learning courses, workshops, and other trainings
Learning Assessment: Assess the success of development plans and help employees make the most of learning opportunities
Career Pathing: Help managers develop their team members through career pathing and establishing departmental learning partnerships
Budget Management: Track budgets and negotiate contracts with service providers
Program Management: Hire and oversee local internship/learning programs and establish relationships with hotel schools

2. Learning and Development Manager Details

Training Strategy: Develop the training strategy for new and existing Sales reps to ensure they have the knowledge and skills to be successful
Stakeholder Alignment: Work with Sales leadership to understand requirements and to define support initiatives
Content Development: Work with a Trainer to develop training material
Training Delivery: Deliver the training to new Sales reps during their onboarding process, as well as to the entire sales team on an as-needed basis
Skill Analysis: Conduct skill gap analysis and develop training to address areas of opportunity
Cross-Functional Liaison: Act as a liaison between Sales, Marketing, and Technology teams
Performance Assessment: Use key performance metrics to conduct assessments of technical and professional/soft skills and competencies of all Sales reps to design and implement programs for growth and development.
Enablement Metrics: Determine content adoption metrics and define sales enablement best practices
Feedback Collection: Gather feedback from the sales team regularly to constantly improve support programs

3. Learning and Development Manager Responsibilities

Learning Assessment: Continually assess and improve learning and development opportunities for team members/leaders
Engagement Systems: Create systems that drive engagement toward the current leadership development constructs (LMS/tracks, cohorts, Serving Pipeline, etc.)
Communication Strategy: Develop and implement a comprehensive communication strategy for learning and development constructs
Team Empowerment: Empower TPCC ministries with constructs and a streamlined process for developing their team members/leaders
E-Learning Design: Design and deliver e-learning courses (and/or build a team that does)
Performance Metrics: Develop and monitor the effectiveness of Leadership Development constructs through performance metrics
Development Evaluation: Evaluate individual and organizational developmental needs
Learning Impact: Assess the success of development plans and help staff and team members/leaders make the most of learning opportunities
Training Evaluation: Conduct follow-up studies of all completed training to evaluate and measure results

4. Learning and Development Manager Accountabilities

Learning Strategy: Be responsible for the company-wide learning and development strategy across the business for both office and retail
L&D Branding: Be responsible for building the internal learning and development signature and footprint
Onboarding Design: Be responsible for designing engaging and exciting onboarding journeys for all new starters across the business
Team Collaboration: Collaborate across teams to deliver a memorable and fun day
Manager Partnership: Work closely with all the managers to ensure onboarding journeys are personal, tailored, and effective
Leadership Development: Design and deliver management and leadership development journeys that are blended, creative, and personal
Performance Analysis: Continuously identify performance and development gaps and design bespoke and blended solutions across store and office
Team Development: Support teams through the Forming/Storming/Norming/Performing stages, accelerating their journey towards the latter, and supporting them to work optimally
Learning Methods: Continuously use a variety of learning methodologies, techniques, concepts, learning tools, and practices
Compliance Training: Management and delivery of the mandatory training on Mental Health, DEI, GDPR, and other necessary modules

5. Learning and Development Manager Functions

Training Design: Design and develop bespoke training for the cluster of restaurants.
Relationship Development: Establish strong working relationships with all team members in the area, including all members of the back-of-house team.
People Representation: Represent the People Team and be recognised as a pillar of support within the sites.
Content Governance: Ensure all training material is up to date and presented in line with the L&D standards.
Training Compliance: In conjunction with the site manager, ensure all employees have completed each training module relevant to their role.
Records Management: Maintain all learning and development records
LMS Enhancement: Work with the wider L&D team to enhance the Company’s LMS and drive engagement at the site level to maximise usage
Needs Assessment: Proactively assess and identify training needs within the brands in line with group objectives, including health and safety, food and beverage, service, and compliance training
Training Coordination: Coordinate the organisation of external and internal training
Learning Culture: Promote a learning and development culture

6. Learning and Development Manager Overview

Training Analysis: Conduct training needs analysis to measure the ROI and impact of each training module
Content Development: Work with the L&D team and develop the following to enhance onsite training, including podcasts, videos, social, and the group's internal LMS
Trainer Partnership: Work closely with the internal trainers to ensure material is relevant and kept up to date
Recruitment Support: Support the recruitment team in ensuring all prospective candidates and new joiners are welcomed
Training Reporting: Report to the Head of L&D and provide training records in relation to the designated site
People Alignment: Work closely with Payroll, Recruitment, and Human Resources to strengthen alignment within the People department.
Talent Development: Alongside Recruitment, proactively develop talent within the organisation
Stakeholder Collaboration: Build and maintain a collaborative environment with the restaurant teams and head office.
Technology Enablement: Identify technology or software to help streamline current L&D processes.
Team Leadership: Lead, manage, and develop the junior L&D team

7. Learning and Development Manager Details and Accountabilities

Training Materials: Organize and develop training procedure manuals and training materials, such as handouts and visual materials
Training Delivery: Ensure sales, process, and product training are clearly defined, documented, and delivered for each role within the organization via in-classroom or virtual training.
Best Practices: Implement internal and external best practices into the training, which leads to improved sales, performance, profit, or all.
Product Training: Provide training and support to all roles in the organization on how to implement various aspects of the product in a way that will benefit the end client through increased profitability and customer satisfaction
Needs Analysis: Conduct and analyze training needs
Sales Orientation: Prepares new sales or customer service representatives by conducting orientation on sales, processes, and products
Transition Support: Ensure new representatives have a smooth transition from the training environment to the work environment
Gap Identification: Determines training needs by sitting in with representatives, observing encounters, identifying gaps, and providing alternatives to solving them
Performance Alignment: Attend regular meetings with team supervisors to understand performance gaps of teams and individuals

8. Learning and Development Manager Tasks

Business Consulting: Collaborates and consults with management to understand the business outcomes essential for their success.
Program Design: Designs and develops training programs that equip staff with the skills to achieve the credit union’s business initiatives and mission.
Service Evaluation: Plans, assesses, and evaluates training and organizational development services against the organization’s business initiatives and the needs of staff.
Training Development: Designs, develops, implements, and evaluates training for all levels of staff that enhances the productivity and quality of work, builds employee loyalty, engagement, and morale.
Engagement Management: Be responsible for the ongoing management of Employee Engagement Surveys and follow-up programs.
Project Facilitation: Facilitates and participates in cross-functional project teams and department team meetings.
Performance Metrics: Identifies key performance indicators and other metrics to ensure the effective development, coordination, and presentation of training and development programs.
Training Evaluation: Develops assessments and conducts follow-up studies of all completed training to evaluate and measure results, and modifies programs.
Trainer Development: Develops trainer development programs and coaches others involved in training efforts, providing effective growth and career/professional development opportunities.
Quality Assurance: Establishes training standards and provides quality assurance for training activities conducted by other departments in the organization.
Learning Methodology: Ensure all learning and skill development programs are built with a consistent and organized methodology to include needs assessment, return on investment/expectations, success evaluation, quality control, and adult learning techniques.
Team Leadership: Leads and manages the performance of the Training and Development staff.
Budget Management: Develops and manages the department budget.
Event Oversight: Oversee the planning, implementation, and facilitation of internal activities and events.
Resource Planning: Plans and organizes the work of the department and assigns resources.
Policy Development: Develops and/or modifies training and development policies and processes.
Leadership Training: Designs, develops, facilitates and evaluates leadership training programs to include performance management, staff development, change management, enhancing leadership skills and succession planning.

9. Learning and Development Manager Roles

Needs Assessment: Assess training needs to identify gaps and skills with the greatest impact on Safety, Compliance, and Productivity.
Strategic Advisory: Make strategic recommendations to enhance organizational performance and support ongoing learning across the department.
Strategic Alignment: Align learning goals with corporate strategy.
SME Collaboration: Collaborate with SMEs and other department staff to define learning objectives and training curriculum.
Technical Writing: Write and edit technical and procedural documents such as work instruction documents, standardized work, training aids, user guides, and/or facilitator manuals, etc.
Instructional Design: Develop training content built on sound instructional design principles that engages employees, addresses their individual needs and learning styles, and maximizes knowledge retention.
Program Piloting: Pilot training programs with a subset of employees to ensure efficacy, satisfaction, and ROI
Content Creation: Design and create training manuals, online learning modules, videos, and other course materials by applying best practices in adult learning theory and instructional design.
Training Delivery: Deliver training to employees using a variety of instructional techniques.
Learning Innovation: Actively search, creatively design, and implement effective methods to train and educate employees to enhance their performance.

10. Learning and Development Manager Additional Details

Program Evaluation: Monitor and evaluate training programs to ensure they are current and effective.
Continuous Improvement: Continuously improve training based on participant feedback and the latest trends in learning and development.
Safety Compliance: Comply with EH&S regulations and policies.
Digital Learning: Create a digital library of soft skills through bite-sized e-modules or videos with open access to employees and contingent workers to boost confidence and performance, leading to both qualitative and quantitative ROI.
Video Development: Create video tutorials of the most commonly used software in the workplace to increase employee efficiency and reduce stress.
Intranet Management: Create and maintain a department Intranet community site to serve as a learning portal, independent of the LMS, where employees and new hires can access non-regulated training content and resources.
Engagement Promotion: Promote Intranet site usage for communication and learning initiatives.
Handbook Design: Create an engaging employee handbook that introduces new hires to the culture and
Work Agility: Perform in a fast-paced, goal-oriented, and time-sensitive environment.
Independent Work: Work independently and complete basic problem-solving

11. Learning and Development Manager Essential Functions

Training Consultation: Consult with management across the organization to analyze the training needs of specific departments, cross-functional areas, or the whole organization, and make recommendations for training solutions as part of the L&D life cycle
Curriculum Development: Develop new company-wide, department-specific, and job-specific learning curricula following a consistent framework for all classes/guidelines for training methodology
DEI Programs: Design programs specifically tied to the organization's Diversity, Equity, and Inclusion commitments
Impact Metrics: Establish and monitor key metrics and report on the business impact and ROI of learning and development across the organization
Learning Systems: Identify tools and systems to effectively inventory, manage, and facilitate learning programs
Program Management: Program management, including planning and scheduling of training-related events
Trainer Coordination: Identification and coordination of internal trainers and expectations
Learning Communication: Oversee all communication regarding learning opportunities to help build and promote a culture of learning
Regulatory Compliance: Ensure ADA and EEO compliance of all TKWW learning programs
Learning Delivery: Design, develop, and deliver live and virtual learning experiences
Vendor Liaison: Liaise with external training vendors
Budget Oversight: Oversee organizational L&D Budget

12. Learning and Development Manager Role Purpose

L&D Roadmap: Create and deliver an L&D roadmap for the business that helps the business scale and grow.
Leadership Development: Influence L&D outcomes by understanding leadership development and assimilation needs and iterating on ideas and programs.
Organization Development: Design and deliver organization development and learning interventions that help solve business challenges
Learning Interventions: Develop various learning interventions, including ILTs, CBTs, VILTs, e-Learning, Videos, etc
Global Implementation: Implement learning solutions across teams in various geographies
Skill Progression: Create effective Progression Paths for Cross Skills and Upskills across processes
Onboarding Framework: Develop an onboarding and refresher training framework for all processes
Course Quality: Prepare and maintain quality training courses along with the Training Delivery Team.
Content Customization: Modify or create course materials and training manuals to meet specific training needs

13. Learning and Development Manager General Responsibilities

Training Planning: Build a monthly, quarterly, and annual training program based on stakeholder requirements for mid-level leaders, along with publishing Training Calendars
Program Evaluation: Monitor and evaluate training programs' effectiveness, success, and ROI periodically, and prepare analysis reports to create awareness amongst senior leaders
Performance Reporting: Build a robust performance reporting mechanism through trainer scorecard, L1 analysis, Assessment, and OJT analysis
Learner Dashboard: Own building the New Learner Performance Dashboard to report and improve NH performance in the 0 to 90 days
Operational Collaboration: Work with Ops managers to address learning issues, instruction problems, On the job training needs
Assessment Tools: Owns introduction and experimentation around trainee surveys, quizzes, and tests through LMS/tools
Quality Partnership: Work with the Program and Quality Team to support quality and process initiatives/projects
Best Practices: Recognize and adopt best practices in the area of Learning and Development.
Operational Judgment: Utilize recent industry experience to make appropriate operational decisions for the team.
Innovation Mindset: Innovate within the team or program area.

14. Learning and Development Manager Key Accountabilities

Trend Analysis: Anticipate trends and future training and development needs, identify opportunities for continuous performance improvement, and learning needs for employees
Global Localization: Ensure the localization and effective delivery of the Global Learning Portfolio and Curricula in each sales channel
Sales Training: Create local training programmes to increase sales performance and the level of service
Trainer Leadership: Drive the Trainers' Community to provide the best training solution in each channel and enable each member of the community to adapt, customize, and deliver training programmes
Learning Delivery: Drive Learning preparation, delivery, facilitation, and follow-up
KPI Monitoring: Identify KPIs and monitor the effectiveness of delivered training programs, and measures success of the program with the business
Budget Management: Manage and report on training budget
Change Management: Design solutions and initiatives to support Change Management and the new Company Culture.

15. Learning and Development Manager Roles and Details

Diversity Inclusion: Help spearhead Golin’s Diversity and Inclusion training program
Committee Coordination: Coordinate with local D&I committee members to assist with their training and outreach programs
Needs Analysis: Conduct D&I and training-needs analyses with client teams and office leaders
Global Network: Participate in Team Pixel, Golin’s global network of experts in helping brands connect with a profoundly diverse market
Program Design: Design and develop various training and development programs to support the needs and goals of client teams, offices, leaders, and Human Resources
Metrics Tracking: Track D&I and learning data/metrics to measure success
Onboarding Training: Run new employee onboarding training programs
Workshop Facilitation: Lead in-person and remote training workshops
LMS Administration: Administer LMS systems and other L&D technologies
Career Coaching: Partner one-on-one with select Golin employees in a coaching capacity on professional development, career pathing, etc., on an as-needed basis
Client Programs: Contribute to client-facing programs and projects to learn PR and communications skills and ensure training credibility
Executive Reporting: Report directly to the Global Head of Training and Facilitation

16. Learning and Development Manager Responsibilities and Key Tasks

Team Leadership: Directly manages the global L&D team, ensuring the team is positioned and optimized for success
LMS Administration: Oversees the administration of the Learning Management System and implements, manages, and modifies software utilization based on changing business requirements
Needs Analysis: Conducts needs analyses to identify knowledge and skill gaps and prioritizes development
Program Improvement: Drives improvements in L&D programs and processes, applying success metrics for analysis of program effectiveness
Learning Evaluation: Actively evaluates corporate training activities and applies best-in-class learning methodologies to ensure program outcomes
Lead Facilitation: Serves as lead trainer and facilitator, applying advanced knowledge and expertise to complex programming
Delivery Innovation: Identifies and implements innovative techniques for course delivery and instruction
Data Analytics: Manages L&D data and analytics, effectively translating data into action
Employee Education: Educates employees about development opportunities and resources
SME Collaboration: Collaborate with subject matter experts to deliver training courses and online modules
Material Development: Assists in the creation of training materials like presentation slide decks, participant manuals, and reinforcement tools

17. Learning and Development Manager Duties and Roles

Talent Leadership: Provides leadership and serves as a consultant in the design, implementation, and administration of a progressive talent development program.
Strategic Alignment: Ensures that activities and priorities support and align with organizational goals and strategy.
Executive Partnership: Works closely with COEs and the executive team to identify short/long term gaps, manages investments to close those gaps, and accelerates internal development of talent.
Operational Improvement: Makes and implements recommendations to improve the operational efficiency and to implement new services for areas of responsibility.
Staff Direction: Provides direction and support to subordinate staff to ensure effectiveness and efficiency.
Talent Consulting: Partners with COEs and HR business partners to consult with business and functional leaders on issues of talent, across multiple audiences, to ensure a holistic approach to talent development.
Cross Collaboration: Collaborates with other leaders and COEs to ensure efficient use of staff and that offerings complement/support other areas.
Stakeholder Communication: Ensures clear and consistent communication with all stakeholders in carrying out activities.
HR Advocacy: Champions work and serve as ambassadors for HR in all interactions inside and outside the organisation.
Budget Management: Directs resource allocation for the area of responsibility to plan and execute the regional budget that aligns with the Global budget and makes effective recommendations regarding the annual operating budget.
Innovation Mindset: Approaches all initiatives with an innovative mindset for how offerings can be viewed by participants as more relevant, engaging, and value-added.
Metrics Strategy: Leads metrics strategy to define success and works with all functional groups with HR to produce a metrics scorecard.

18. Learning and Development Manager Details

Training Facilitation: Serve as an internal trainer to conduct soft skills and leadership development workshops to enhance the competencies and capabilities of all staff.
Needs Analysis: Conduct a training needs analysis (TNA) to identify the training needs for all staff in meeting the behavioral competency gaps.
Training Planning: Design and develop a training calendar, training programme outline, structure, and recommend learning solutions to close performance gaps and increase business value.
Training Administration: Manage the overall training administration, which includes training applications, HRDF claims, audit, etc.
Learning Evaluation: Analyse and evaluate the effectiveness of learning and development solutions mainly in the area of soft skills training.
Vendor Management: Source and recommend training vendors and ensure the sustainability of a positive learning environment in delivering key learning objectives.
Budget Support: Assist in planning and managing the yearly budgeting process, and guide staff in setting the departmental budget and managing within the approved budget.
Orientation Program: Develop, implement, and ensure the end-to-end effectiveness of the Orientation Program for all new employees.
E- Learning Initiatives: Work closely with relevant parties to drive e-learning initiatives.
Organization Development: Actively support organisational development activities in meeting the company’s development objectives.

19. Learning and Development Manager Accountabilities

Learning Alignment: Develop and implement learning objectives and programs aligned with company culture and strategies
Training Delivery: Deliver training to managers and individual contributors.
Needs Assessment: Conduct an annual needs assessment to determine the skills and knowledge needed to develop the managers and coworkers.
Program Innovation: Actively search, creatively design, and implement effective learning programs
Material Development: Obtain and/or develop effective training materials
Learning Methods: Implement creative ways to provide training and development with group and varied learning types, including coaching, e-learning, classroom, job-shadowing, and workshops
Program Measurement: Track and measure program success, including post-training evaluation and results
Program Optimization: Make recommendations for optimization and future development opportunities
Event Facilitation: Plan, organize, and facilitate development and training events
Communication Management: Maintain and develop organizational communication objectives and content.
Team Management: Manage the L&D team, oversee work, and performance.
Budget Administration: Track and administer spending against the budget, including cost analysis and recommendations for future needs

20. Learning and Development Manager Overview

Virtual Facilitation: Facilitation of the virtual leader programs
Program Iteration: Design iteration of the program to ensure it meets the needs of the audience and business
Program Innovation: Design new and innovative programming based on the ever-changing needs of today's leaders
Team Collaboration: Communicate, collaborate, and reflect with the wider team to ensure delivery is aligned and outcomes are met
Program Management: Oversee learning and development program management and manage day-to-day actionable deliverables
Leader Development: Own and deliver on leader development programs to help drive performance and growth individually and organizationally.
Client Partnership: Build strong relationships at all levels across the client to understand the business context and shape the talent development initiatives
Engagement Enablement: Drive awareness, engagement, and capability for leader development across the organization.
Talent Support: Contribute to other team initiatives such as course facilitation, needs assessments, coaching, and consultation to business functions on talent-related needs
Global Collaboration: Work as a team player with the Global Talent Experience team.

21. Learning and Development Manager Tasks

Training Partnership: Work with the Talent Development Manager in developing training initiatives, and plan to deliver to business needs.
Program Design: Design and deliver tailored training programs to different talent groups
Policy Review: Review and update training policy and procedures in line with updated requirements and practices
Budget Planning: Plan and manage training budget
Team Coaching: Manage and coach the internal training team members to deliver training development activities effectively
Curriculum Planning: Develop a training curriculum and an annual training plan based on business needs and learning needs analysis.
Plan Execution: Manage to ensure effective training plan implementation, including review of program design and delivery, action plan follow-up, evaluation, and measurement.
Trainer Development: Coordinate the development of an in-house Trainer pool to deliver in-house programs
Learning Culture: Develop alternative learning activities to foster a learning culture.
HR Collaboration: Participate in HR projects that support enhancing the company's core values, branding, and engagement.

22. Learning and Development Manager Additional Details

Stakeholder Partnership: Work with key stakeholders to develop regional leadership and soft skill development programs.
Training Governance: Ensure all leadership and soft skill training is implemented appropriately, meets the requirements of the process, system, budget, and timeline.
Needs Survey: Drive a learning needs survey or interview to collect requests and consolidate them to set up region level Leadership and soft-skill training plan.
Post Training Analysis: Analyze post-training reports and follow up together with the HR team, coming up with action plans and constructive suggestions.
Trainer Management: Set up solid in-house trainer management and vendor management process (Leadership and soft-skill training).
Instructor Evaluation: Review and evaluate instructors' performance, provide feedback to external consultants, and in-house trainers.
Global Deployment: Ensure the global program implementation in the region.
Learning Optimization: Continuous improvement on the workday learning module to meet regional requirements (Leadership and soft-skill training).

23. Learning and Development Manager Role Purpose

Learning Solutions: Leading the design, development, pilot, delivery, and evaluation of innovative learning and capability development solutions that support Deloitte professionals' performance and growth
L&D Strategy: Defining and executing L&D strategies in collaboration with Development COE Leadership, senior leaders, and cross-functional Talent stakeholders
Curriculum Management: Managing one or more curriculum portfolios of development experiences, including new solution development and ongoing maintenance of existing assets
Project Leadership: Leading project teams, which may include Development Specialists, Subject Matter Resources, Delivery Managers, vendors, and India-based instructional designers and technical teams, to ensure the effective development and delivery of curriculum, programs, and processes
Solution Alignment: Aligning project teams and stakeholders to implement highly effective and innovative L&D solutions, including digitized content, individualized learning paths, and development in the flow of work
Regulatory Compliance: Ensuring compliance with regulatory and Deloitte policies and guidelines related to Continuing Professional Education and quality requirements
Stakeholder Partnership: Building, managing, and leveraging positive, collaborative partnerships among business stakeholders, SMRs, and peers
Problem Solving: Providing functional expertise to identify, research, and resolve complex problems

24. Learning and Development Manager Key Accountabilities

Stakeholder Partnership: Interact and partner with the Otter Relations (OR) leadership team, ORBPs, Talent Acquisition, and other leaders across the organization to assess learning and development needs, both current and future, and design and develop learning strategies to support those needs (e.g., leadership, performance management, development, and organizational effectiveness).
L&D Strategy: Contribute, design, and execute the vision and strategy of Learning and Development by bringing leading-edge industry ideas and approaches, and creating unique employee learning and collaboration experiences.
Program Execution: Drive execution, evaluation, and enhancement of learning, management, and leadership development programs.
LMS Administration: Enhance the use of the Learning Management System and manage the day-to-day administration of the tool
Learning Materials: Develop learning materials that bring performance and development together.
Vendor Partnership: Work with vendors to bring the best-in-class learning programs to Otter
Impact Evaluation: Establish approaches to evaluate learning program impacts.
HiPo Development: Design, implement, manage, and evaluate high-potential (HiPo) development programs.
Human Centered Design: Use human-centered design to create and manage the development of innovative enterprise learning programs that help Otter develop future capabilities.
Change Enablement: Drive learning and leadership development initiatives and programs, supporting change management and enhancing the employee experience throughout the employee lifecycle.
Process Standards: Help establish processes and standards, and guide other team members on projects.
Curriculum Strategy: Conduct needs assessment with stakeholders, determine gaps in curriculum/programs, and create/manage curriculum strategy for those business units.
Project Management: Execute with strong project management skills, including monitoring plans and managing against milestones, managing issues, and risks.
Team Leadership: Lead, develop, coach, and manage a team of professionals.
Safety Leadership: Support and maintain a positive safety culture by being an active leader in all safety program initiatives

25. Learning and Development Manager Responsibilities and Key Tasks

Stakeholder Collaboration: Collaborate with People Team members and business leaders to understand their needs related to training and development by proactively interfacing with key stakeholders to understand, recommend, and deploy effective L&D solutions
Learning Strategy: Create and execute learning strategies and programs, including managing any Performance Improvement Plan needs
Content Creation: Create on-demand learning content using a variety of tools, including Navex and LinkedIn Learning
Performance Reviews: Develop and manage the annual and mid-year performance review process
Training Delivery: Design and deliver e-learning courses, workshops, and other trainings
Development Evaluation: Assess the success of development plans and help employees maximize the available learning opportunities
Learning Communication: Develop and maintain organizational communications, such as virtual bulletin boards and newsletters, to ensure employees know about training and development events and resources
Training Follow-Up: Conduct follow-up studies of all completed training to evaluate and measure results
Competency Assessment: Conduct assessments and analyses to define performance, skill, and competency development
Change Execution: Consult, coordinate, manage change, and execute on the responsibilities that bring the L&D programs to life
Program Liaison: Serve as the main point of contact with program participants, stakeholders, and the team to field questions and support the learning programs

26. Learning and Development Manager Duties

Strategy Implementation: Ensure the implementation of the learning and development strategy for the Region
Future Skills: Identify the future and present needs for the development of skills, technologies, knowledge, and transfer of learning among employees, and ensure continuity in the processes according to the growth of the business.
Knowledge Management: Propose alternative solutions to the demand for the development of knowledge and skills, creating an effective knowledge management process for Clarios in a sustainable way, to avoid production disruption and single points of failure.
Team Management: Ensure and manage the learning and development team of the region to comply with the objectives and solution to the business requirements.
Learning Maps: Development and implementation of learning maps of both technical and functional skills.
Onboarding Experience: Create, deliver, and enhance best in class Onboarding experience for new hires/new leaders.
Leadership Programs: Own leadership programs for the region.
Content Collaboration: Work with the Global Instructional Design Team to create regional content.
Process Standardization: Ensure the standardization of learning and development processes in the region, as well as the fulfillment of the process in each of its stages.
Compliance Management: Ensure and coordinate compliance in legal and ISO matters in all learning and development processes for the region.
Process Evaluation: Evaluate the effectiveness of the learning processes (Training, tools, English programs, etc) that allow for a differentiating process for the company.
Digital Enablement: Incorporate digital tools and use of new technological platforms in the different learning and development processes, knowledge, and/or experience implemented by corporate Universities for the technical and legal compliance part.
Learning Metrics: Maintain and incorporate new learning indicators that facilitate decision-making and their impact on the business.
Gap Coverage: Collaborate with the functional team leaders to ensure the identification and coverage of any gaps in training and plan for up-training.
Team Collaboration: Maintain and ensure a collaborative and harmonious work environment within the learning team and its relationship with the Talent team.
Team Development: Development of the learning team and ensuring a high-performance culture.

27. Learning and Development Manager Responsibilities

Business Partnership: Partner with business leaders and local HR departments to identify current and future development needs linked to the business strategy
Needs Translation: Translate the needs analysis into a qualitative and impactful development offering
Intervention Design: Design result-oriented development interventions and journeys, identifying the relevant learning delivery formats (e-learning, instructor-led, virtual, learning paths, workshops, blended journeys, …)
Program Coordination: Coordinate delivery of development programs in collaboration with senior managers, subject matter experts, local HR departments, and external vendors
Learner Engagement: Stimulate and sustain learner motivation and engagement by fostering a positive learning climate
Effectiveness Tracking: Track and monitor the overall effectiveness of solutions delivered against the strategic objectives, including post-implementation review with business leaders
Learning Communication: Feed and support the communication plan for the Ageas Academy in collaboration with colleagues
Curriculum Alignment: Align talent objectives and business strategies with curriculum development and instructional design
Impact Analysis: Manage, analyze, interpret, and communicate business impact from training programs.

28. Learning and Development Manager Functions

L&D Advisory: Provide expert advice, knowledge, and skills on learning, development, and performance initiatives.
Customer Planning: Customer-focused planning, coordinating, and prioritising of the L&D teams' workloads
LMS Partnership: Responsible for maintaining good working relationships with the LMS supplier
Vendor Relations: Develop relationships with external learning and development companies
Platform Management: Lead on the ongoing maintenance and development of the CMS/LMS platforms
Performance Change: Lead the change of approach to performance management, which delivers positive outcomes
Data Reporting: Ensure management information about learning and development is collected, retained, and regularly reported on
Project Planning: Develop team project plans and priorities, workflows, and deadlines.
Global Leadership: Lead the members of the global L&D team
Instructional Expertise: Act as an instructional design subject matter specialist

29. Learning and Development Manager Details and Accountabilities

Development Counseling: Counsel and assist employees in the creation of their Individual Development Plan (IDP).
Graduate Coaching: Provide counselling services to graduates and help them create focused IDPs, holding regular reviews to ensure progress is being made towards the graduates' career goals.
Performance Review: Conduct regular graduate performance reviews assessing employee goals and progress that has been made towards achieving them, offering help and advice in areas where the employee needs it.
Data Management: Ensure all graduates' skills profile data is captured and kept up to date, along with other key data, including project assignment information.
Career Alignment: Ensure that all career aspirations information is captured and kept up to date, and ensure that IDP and work assignment align with this data, advising and instigating changes
Resource Support: Support the programme manager and resource management, ensuring all resources for the project and delivery work roles are well-suited to deliver.
Stakeholder Liaison: Liaise with project managers and A&E leadership team members to discuss project delivery roles, skills, and experience, and review and recommend suitable candidates capable of delivering these roles, supplying CVs and other useful information to aid the placement of graduates into project delivery positions within the A&E business.
Retail Support: Support retail to establish the right boutique organization and define boutique roles and responsibilities.
Retail Insight: Provide the “retail people's viewpoint” to stakeholders to ensure that projects, policies, and processes will succeed when executed in the boutiques.
Digital Learning: Design, deliver, and evaluate in-house learning and development solutions utilizing different digital platforms, including Canva, Adobe Illustrator, Zoom/Teams, and innovative resources.

30. Learning and Development Manager Roles

Learning Design: Design, develop, and present effective learning experiences using knowledge and understanding of adult learners
Instructional Innovation: Apply innovative instructional approaches and technology to enhance enterprise learning programs in multiple formats, including podcasts, Graphics, Micro-learning development, Mobile-ready learning content, Gamification, On-demand learning, Video production (development and editing), Interactive eLearning modules, Interactive job aids, and Live facilitation, interactive workshops
Capability Analysis: Work collaboratively with Team Members and leaders to identify gaps in capabilities within the organization and create scalable learning experiences to address them and foster sustained behavior change.
Learning Strategy: Use excellent communication, planning, and project management skills to help design and implement a holistic People Learning Strategy supported by strong change management, including the development of calendarized HR routines and strong communications plans.
Performance Assessment: Use best practices and tools to assess team effectiveness, leadership styles, interpersonal skills, and/or performance issues to help create and support action plans for continuous improvement
Performance Consulting: Work with HR Business Partners to deliver performance consulting
Learning Lifecycle: Involved in all stages of the learning cycle, including learning needs analysis, design, delivery, and evaluation of the School's L&D offering
Vendor Partnership: Build and maintain strong relationships with external training providers and coaches
Stakeholder Partnership: Build strong relationships with key internal stakeholders

Job Role FAQs