Lead, Learning & Development
About The Position
The Lead, Learning & Development owns JJA's employee development strategy, onboarding experience, training governance, workforce readiness, career pathing, mentorship, internship and co-op support, and leadership development programs. This role manages the Learning & Development Coordinator and leads hands-on execution of Stage 2 onboarding, including orientation, cultural integration, training assignments, regulatory learning, role readiness, screening logistics, and new-hire experience quality. The role partners with HR Operations, which retains ownership of Stage 1 digital data onboarding governance, records, and processing controls. The position coordinates time-sensitive drug testing and, when applicable to Field Operations hires, background-check logistics and follow-up. It establishes training standards and tracking, administers performance management and workforce development programs, collaborates with functional and executive stakeholders, maintains compliance-related training documentation, and uses feedback and data to improve onboarding, learning, and employee readiness. The role may require an adjusted schedule, including early-morning hours, to support onboarding, testing, orientation, and workforce-readiness activities.
Requirements
- Bachelor's degree in Human Resources, Organizational Development, Education, Business Administration, or a related field.
- 5–7 years of Human Resources, Training, Workforce Development, Learning & Development, or related experience.
- Experience with program design, facilitation, and stakeholder partnership.
- Proficiency with Microsoft Office applications.
- Experience using learning management systems, HRIS, performance management platforms, training tracking tools, reporting tools, and document-management systems.
- Ability to coordinate training records, track completion, generate learning reports, and quickly learn new HR and learning technologies.
- Ability to work an adjusted schedule, including early-morning hours as needed, to support onboarding, drug testing, orientation, and field workforce-readiness activities.
- Ability to handle employee development, readiness, and performance-related information with confidentiality and professional judgment.
Nice To Haves
- People leadership experience.
- SHRM-CP, PHR, CPTD, ATD, or a related learning and development certification.
Responsibilities
- Develop and execute learning and development strategies that support workforce capability, regulatory readiness, leadership development, internal mobility, and organizational growth.
- Manage the Learning & Development Coordinator, including workload, priorities, coaching, process standards, and training administration quality.
- Own hands-on execution of Stage 2 onboarding, including orientation, cultural integration, training assignments, regulatory learning, role readiness, screening logistics, and new-hire experience quality.
- Coordinate early-morning drug testing, ensure new hires report for scheduled testing, liaise with the testing provider, and coordinate retesting or other follow-up when necessary.
- For applicable Field Operations hires, coordinate background-check logistics and follow-up through completion.
- Partner with HR Operations on Stage 1 digital data onboarding by supporting completion follow-up and user experience while HR Operations retains ownership of data governance, records, and processing controls.
- Establish training governance standards, course assignments, learning paths, completion tracking, recordkeeping, and reporting routines for required employee training.
- Develop and administer leadership development, mentorship, internship, co-op, career pathing, and workforce development programs.
- Lead implementation, tracking, and maintenance of the performance management cycle, including planning, communications, guidance, completion tracking, documentation, and continuous improvement.
- Partner with Field Operations, Operations, Safety, Labor Relations, HR Business Partners, Talent Acquisition, HR Operations, and executive leadership to identify development needs, resolve onboarding gaps, track outstanding requirements, and confirm workforce readiness as applicable.
- Oversee employee training communications, learning calendars, program materials, facilitator coordination, training vendor relationships, and onboarding screening-provider coordination as assigned.
- Measure onboarding effectiveness, training completion, learner feedback, employee readiness, and program adoption, using data to improve outcomes.
- Support change management and process adoption through training materials, manager guides, employee communications, and learning reinforcement.
- Maintain compliance-related training documentation and coordinate reporting with HR Operations, Safety, and functional stakeholders as needed.
- Promote company culture and employee engagement through onboarding, development, and learning programs.
Benefits
- Competitive pay and benefits.
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What This Job Offers
Job Type
Full-time
Career Level
Manager
