Learning and Development Sr. Manager

Independence Pet Group•Scottsdale, AZ

1d•Hybrid

About The Position

IPH is seeking a dynamic and strategic Learning and Talent Senior Manager to lead enterprise-wide learning initiatives in a fast-paced, high-growth environment. This role is critical in enabling talent integration, capability building, and leadership development across a company actively engaged in mergers and acquisitions. The ideal candidate will bring a blend of strategic vision, operational excellence, and a passion for growth and learning. The Learning and Talent Senior Manager serves as a strategic leader and designer of learning experiences that drive organizational capability, leader and manager effectiveness, and a culture of continuous growth. This role is responsible for shaping and executing scalable, high-impact learning strategies aligned to business priorities and organizational values. With deep expertise in adult learning, program management, facilitation, and change leadership, this role consults with senior stakeholders, designs learning initiatives, and builds the systems and infrastructure needed to embed learning into the fabric of the organization.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Education, or related field.
Minimum of 10 years of progressive experience in Learning and Development, with at least three (3) years in a senior or strategic leadership capacity.
Experience in high-growth environments, preferably with exposure to M&A integration.
Exceptional facilitation, program management, and change management skills.
Strong proven ability to translate business strategy into talent solutions.

Nice To Haves

Have an inherent love of learning!
Familiarity with change management and cultural integration strategies.
Has an attention to detail – setting high standards for self in monitoring all facets of a task or project.
High bar for Time Management - ability to prioritize own Calendar and Time, meet project timelines, deadlines, and deliverables with independence.
Proven ability to design and lead large-scale learning initiatives that build leadership capability, accelerate performance, and support enterprise transformation
Excellent communication, facilitation, and stakeholder management skills
Proven ability to influence and collaborate across functions and levels.
Some experience with Team Effectiveness tools like Enneagram, Strength Finders, MBTI, DiSC, eColors etc. a plus.

Responsibilities

Oversee the design, development, and delivery of L&D programs to enhance employee skills and performance in line with business priorities.
Implement leadership development to create a pipeline of talent to strengthen internal succession.
Leverage learning technologies and platforms to scale and sustain development initiatives.
Partner with the collective Talent Management team, HR, business leaders, and other relevant teams to assess learning needs and deliver targeted solutions.
Deliver high-impact facilitation for organization-wide audiences, including senior leaders and cross-functional teams.
Act as a strategic thought partner to business leaders and People & Culture to assess capability needs and translate them into learning strategies that drive performance and transformation.
Own the enterprise compliance training strategy to ensure adherence to regulatory, legal, and industry standards.
Manage completion rates and ensure input and alignment with key stakeholders.
Stay connected, actively research new learning methods and recommend innovative approaches, tools and technologies to deliver cutting edge design solutions.
Own the end-to-end process for the company’s employee engagement survey, including planning, administration, and analysis.
Manage vendor relationships, timelines, and communications to ensure a smooth and confidential survey experience.
Analyze survey results and deliver actionable insights to leadership, partnering with stakeholders to develop and track improvement plans.
Continuously refine engagement measurement strategies to align with organizational goals and enhance employee experience.
Design and own the enterprise talent review and succession strategy, frameworks, and annual cadence.
Establish governance, standards, and accountability for 9-box usage, calibration, and documentation.
Integrate talent reviews with performance management, workforce planning, and leadership development.
Support partner enablement (playbooks, toolkits, training) to drive consistent adoption and quality.
Establish metrics and KPIs to measure learning impact, adoption, and ROI and establish regular reporting cadence of results.
Manage external vendors and consultants to supplement internal capabilities.
Manage to budgets as assigned.