L&D Manager

SIGNATURE SOLAR LLC•Sulphur Springs, TX

16h

About The Position

The Learning & Development (L&D) Manager serves as the primary L&D leader for Solar 76 and OutBack Power, responsible for leading, delivering, and continuously improving learning experiences that drive employee performance, safety, compliance, and business outcomes. This role is hands-on by design. The L&D Manager leads the end‑to‑end learning lifecycle from needs analysis through delivery. While also delivering training and partnering closely with leaders before, during, and after learning events to ensure training translates into on‑the‑job impact. In addition, this role contributes to instructional design and content development work as needed.

Requirements

Delivers engaging, high‑impact learning experiences.
Develops people and builds training capability.
Connects learning to operational and performance outcomes.
Designs learning with clarity, relevance, and application in mind.
Ensures consistent, high‑quality delivery.
Uses data and feedback to improve learning impact.
Prioritizes practical, meaningful learning experiences.
Bachelor’s degree in Learning & Development, Education, Human Resources, Organizational Development, Instructional Design, or a related field, or equivalent experience.
5+ years of experience in learning & development, training, or organizational development.
Demonstrated experience delivering instructor‑led training in operational, technical, or business environments.
Working knowledge of adult learning principles and instructional design methodologies (e.g., ADDIE).
Experience partnering with leaders and SMEs to drive performance improvement.
Strong facilitation, communication, and stakeholder management skills.
Ability to balance strategic leadership with hands‑on execution.
Experience designing or updating learning content across multiple modalities.
Familiarity with LMS platforms and learning technologies.
Experience supporting manufacturing, distribution, or technical operations.
Experience working within a centralized / decentralized (enterprise + entity) L&D model.

Responsibilities

Serve as the primary L&D point of contact for Solar 76 and OutBack Power.
Partner with business leaders, HR, and cross‑functional stakeholders to identify organizational, departmental, and role‑specific learning needs.
Conduct performance and skill gap analyses to determine appropriate learning solutions.
Translate business needs into clear learning priorities, training plans, and execution strategies.
Align entity learning initiatives with enterprise L&D strategy, standards, and governance.
Communicate learning plans, timelines, and outcomes to stakeholders.
Ensure training programs support operational excellence, safety, compliance, and business goals.
Deliver engaging, high‑quality training experiences (in‑person, virtual, and blended) across onboarding, role‑based training, systems, safety, and skill development.
Actively partner with stakeholders before training to align objectives, audience needs, and leader reinforcement expectations.
Customize delivery approaches to reflect learner roles, experience levels, and operational realities.
Model company values, culture, and professionalism in every training environment.
Enforce classroom and organizational standards to ensure respectful, inclusive, and effective learning experiences.
Monitor learner engagement and comprehension during sessions, adjusting facilitation methods as needed.
Connect training content to SOPs, compliance requirements, and real‑world application.
Prepare all training materials, rosters, technology, and logistics to ensure a seamless learner experience.
Maintain accurate records of attendance, participation, and required documentation.
Conduct post‑training debriefs with leaders and stakeholders, providing insights and reinforcement recommendations.
Provide leaders with job aids, coaching tips, and follow‑up resources to support on‑the‑job application.
Reinforce training outcomes through follow‑up touchpoints (30, 60, 90 days), identifying gaps and opportunities for improvement.
Contribute to instructional design and content development efforts to support entity‑specific learning needs.
Translate performance gaps and business needs into clear learning objectives.
Partner with Subject Matter Experts (SMEs) to gather content and structure effective learning solutions.
Design or update trainer guides, participant materials, job aids, and basic learning assets.
Apply adult learning principles, instructional design models (e.g., ADDIE), and accessibility standards.
Collaborate with Enterprise Instructional Designers on larger or more complex design initiatives.
Ensure learning materials align with enterprise standards, style guides, and brand expectations.
Partner with Governance and LMS team to define success metrics and evaluation points.
Measure training effectiveness at 30, 60, 90 days, 6 months, and 1 year post‑training.
Use learner feedback, performance data, and business KPIs to refine training content, delivery, and reinforcement strategies.
Ensure adherence to compliance, regulatory, and organizational training requirements.
Identify opportunities to modernize content, improve delivery, and enhance learner experience.
All other duties assigned.