Senior Manager, Talent Development

Senior Manager, Talent Development

Reports to: Director of Talent Strategy

The Role

The Senior Manager, Talent Development (L&D) leads the execution of the enterprise learning strategy, translating the vision set by the Vice President of Talent into actionable operational plans and impactful programs. This role oversees the design, delivery, and measurement of all L&D initiatives, ensuring employees-from early careers to senior leaders-have the skills and knowledge to succeed.

The Senior Manager will oversee four key program areas-Early Careers, Sales Training, Construction Training, and Leadership Development-each led by a dedicated program lead, as well as a team of Learning Specialists. They will also drive adoption of learning technologies, curate content libraries, connect programs through clear development pathways, and foster a culture of continuous learning across the organization.

Key Responsibilities

Strategic & Operational Leadership

• Translate enterprise L&D strategy into annual and quarterly operational plans that align to talent and business priorities.
• Ensure all programs contribute to clear, competency-based learning pathways that connect entry-level, field, and leadership development opportunities.
• Partner with Talent Management to ensure alignment between learning initiatives, succession planning, and organizational capability needs.

Program Oversight & Delivery

• Manage day-to-day execution of Early Careers, Sales Training, Construction Training, and Leadership Development programs.
• Oversee the design and delivery of instructor-led, virtual, blended, and self-paced learning experiences.
• Build and maintain an internal library of multi-session learning series, microlearning content, and on-demand resources.
• Partner with internal subject matter experts to co-create and deliver specialized training.

Learning Technology & Measurement

• Oversee and optimize the use of the Learning Management System (LMS), Learning Experience Platform (LXP), analytics dashboards, and other learning technologies to maximize engagement and efficiency.
• Establish quarterly reporting on key metrics including participation, completion, performance impact, and ROI, linking results to retention, promotion, and business performance.
• Continuously evaluate program effectiveness and implement improvements based on data and learner feedback.

Culture & Engagement

• Maintain and promote a consistent brand standard for training materials and communications.
• Drive awareness and adoption of learning programs through internal communications, storytelling, and leadership engagement.
• Champion a "learning as part of work" culture that integrates development into daily operations.

Team Leadership

• Lead, mentor, and develop a team of L&D professionals, including program leads and Learning Specialists.
• Foster a collaborative, innovative, and results-driven team culture.
• Provide clear performance expectations, coaching, and professional development opportunities for team members.

Budget & Vendor Management

• Manage the L&D program budget, ensuring resources are allocated effectively and deliver strong ROI.
• Evaluate, select, and oversee external training vendors and partners as needed.