Learning and Development Program Manager

Core Responsibilities

Program Execution

• Manage learning and development and performance management programs from inception through close-out, including defined workstreams within larger initiatives, using established templates, tools, and processes.

• Serve as the primary point of contact for assigned programs, ensuring a consistent experience for leaders, participants, and People team partners across cohorts and offerings.

• Coordinate dependencies, track progress, and ensure on-time delivery across assigned programs and workstreams.

• Prioritize tasks, stakeholder needs, and competing program demands to keep multiple initiatives on track and deliverables on time.

• Close out assigned programs and workstreams in a documented and structured way, capturing lessons learned, final metrics, and handoff notes for future program cycles.

Stakeholder & Communication

• Schedule and facilitate recurring program meetings, setting agendas, keeping discussions on track, and capturing decisions and action items.

• Prepare status materials ahead of reviews using established templates and processes, ensuring stakeholders have current progress, risks, and open decisions in advance.

• Track follow-through between meetings, flagging risks and communicating program impacts, risks, and updates to the Senior Manager before they escalate.

• Build and maintain strong working relationships with People Business Partners, People Operations & Technology, Workforce Strategy, Total Rewards, subject matter experts, and vendors.

• Navigate competing stakeholder priorities and escalate unresolved tensions or decisions to the Senior Manager with clear context and a recommended path forward.

Reporting & Insights

• Maintain accurate and timely program reports, dashboards, and metrics including participation, completion, retention, and ROI against KPIs established by the Senior Manager.

• Ensure program data is consistently defined and properly maintained before reporting, flagging gaps or inconsistencies to the Senior Manager.

• Support the analysis of engagement, adoption, and effectiveness data to surface trends and insights.

• Identify and surface improvement opportunities to the Senior Manager based on feedback, data, and program observations.

• Other duties as defined

Qualifications

• Bachelor’s degree in human resources, organizational development, business administration, or a related field.

• 2+ years coordinating programs, projects, or operations in a fast-moving business function. Experience in Human resources is helpful.

• Comfortable working remotely and managing work independently across a distributed and hybrid team in a fast-paced, deadline-driven environment where priorities shift, and strong follow-through is essential.

• Uses AI and emerging technology to improve how the work gets done. This includes building repeatable workflows, selecting the right tool for each task, and showing measurable gains in efficiency and quality.

• Flexibility to take on an existing program or workstream at any point in the program process.

• Strong organizational, relationship-building, project management, and collaboration skills with the ability to manage multiple programs at once.

• Strong communication skills with the ability to convey complex program information clearly and concisely for a variety of audiences.

• Applies systems thinking with a curiosity to understand how programs and workstreams connect and impact each other.

Preferred

• Experience building learning and development content and presentations, and/or delivering it through live facilitation.

• Professional experience in a prior industry or function that demonstrates strong organizational habits, accountability, and the ability to thrive in a structured, fast-paced environment.

Success Measures

• Deliver assigned programs and workstreams on time and on budget.

• Surface risks and escalate decisions to the Senior Manager with options and a recommendation, early enough to act on.

• Meet or exceed satisfaction targets with stakeholders and participants, and hold strong participation, completion, and retention.

• Maintain accurate, current program reporting and KPI tracking.

• Build stronger systems thinking, judgment, and risk awareness over time.

These measures reflect ongoing, steady-state performance after ramp. In the first 90 days, success is measured incrementally through the structured 30/60/90 framework.