Role Overview
The Learning Design & Delivery Manager leads the organization's learning strategy, learning operations, and capability-building portfolio to drive workforce performance and business outcomes. This role oversees the end-to-end learning ecosystem, including learning design, program delivery, the advocacy and utilization of digital learning platforms, learning analytics, and budget management. The incumbent partners with executive leaders HR Business Partners, and key stakeholders to identify capability priorities, translate them into enterprise-wide learning strategies, and ensure efficient, scalable, and measurable execution through a high-performing Learning Design & Delivery team.
Key Responsibilities:
1. Learning Strategy & Capability Planning
- Develop and execute the organization's annual learning and capability-building strategy aligned with business objectives and workforce priorities.
- Partner with Executive Leadership, HR Business Partners, and Business Unit Heads to identify enterprise-wide capability requirements and future workforce needs.
- Translate organizational priorities into strategic learning roadmaps, academies, leadership programs, and capability frameworks.
- Establish governance, standards, and operating models for learning design, delivery, and evaluation across the organization.
2. Team Leadership & People Management
- Lead, coach, and develop a team of learning professionals responsible for instructional design, program management, LMS administration, and learning operations.
- Allocate resources, assign priorities, and oversee workload distribution to ensure efficient and timely delivery of learning initiatives.
- Build team capability through coaching, mentoring, succession planning, and individual development planning.
- Establish performance expectations and monitor team effectiveness through measurable operational and business outcomes.
3. Enterprise Learning Portfolio Management
- Oversee the organization's portfolio of learning programs, academies, certifications, and capability-building initiatives.
- Ensure learning programs are prioritized, scalable, cost-effective, and aligned with organizational needs.
- Monitor program health, risks, dependencies, and resource utilization across multiple concurrent initiatives.
- Drive continuous improvement of learning processes, tools, and delivery methodologies.
4. Executive Stakeholder Management & Consulting
- Serve as the primary learning advisor to executive leaders, department heads, and strategic stakeholders.
- Facilitate capability planning discussions and provide recommendations based on workforce trends, business priorities, and performance data.
- Present learning strategies, performance dashboards, budget utilization, and capability insights to senior leadership and executive committees.
- Build strong partnerships across all levels of the organization to strengthen adoption and business ownership of learning initiatives.
5. Learning Operations, Technology & Digital Adoption
- Provide strategic oversight of the organization's learning technology ecosystem, including SAP SuccessFactors, LinkedIn Learning, and future learning platforms.
- Champion digital learning adoption and utilization through effective governance, communication, and change management.
- Evaluate emerging learning technologies, automation opportunities, AI-enabled solutions, and process improvements to enhance learning effectiveness and operational efficiency.
- Ensure data integrity, system optimization, and seamless learner experiences across learning platforms.
6. Budget Planning, Vendor Management & Resource Optimization
- Develop and manage the annual learning budget, ensuring optimal utilization of resources and alignment with organizational priorities.
- Evaluate investment opportunities and monitor ROI of learning programs, platforms, certifications, and external partnerships.
- Lead vendor selection, contract negotiations, and relationship management for learning providers and technology partners.
- Drive cost-efficiency initiatives and identify opportunities to scale learning through digital and blended approaches.
7. Learning Analytics, Measurement & Business Impact
- Establish learning measurement frameworks that connect learning investments to business outcomes.
- Monitor capability development metrics, learning effectiveness indicators, compliance metrics, adoption rates, and return on investment.
- Provide executive-level reporting and actionable recommendations based on learning analytics and workforce insights.
- Drive a culture of evidence-based decision-making within the learning function.
Qualifications
- Bachelor's Degree in Human Resources, Psychology, Organizational Development, Education, Business Administration, Communication, or a related field.
- Master's Degree and/or professional certifications in Learning & Development, Instructional Design, Talent Development, Project Management, or related disciplines are an advantage.
- At least 7–10 years of progressive experience in Learning & Development, Talent Development and Corporate Training.
- At least 3–5 years of people leadership experience managing learning, training, or capability-building teams.
- Demonstrated experience developing enterprise-wide learning strategies and managing large-scale capability-building initiatives.
- Proven experience engaging executive stakeholders and influencing strategic workforce development decisions.
- Experience managing learning budgets, vendors, and learning technology ecosystems.
Knowledge, Skills, and Competencies
- Strategic Thinking & Business Acumen – Connects learning priorities to business goals and delivers solutions that create measurable value.
- Learning Design & Innovation – Envisions and has the ability to design effective learning experiences and leverages digital tools, data, and emerging practices to improve capability building.
- Stakeholder Management & Influence – Builds strong partnerships and effectively engages stakeholders at all levels, including senior and executive leaders.
- Execution & Operational Excellence – Drives results through strong program management, budget stewardship, data-driven decisions, and continuous improvement.
- People Leadership & Team Development – Leads, coaches, and develops teams while fostering a culture of accountability, growth, and continuous learning.
