Learning and Leadership Development Manager

Flagger Force•Hummelstown, PA

About The Position

The Learning and Leadership Development Manager develops and leads programs that strengthen leadership capabilities and support employee growth. The role equips supervisors, managers, and directors with interpersonal and people-management skills to lead effectively, develop their teams, and demonstrate the organization’s values, vision, and mission. Working with Human Resources and organizational leaders, the manager oversees leadership training, succession planning, individual development planning, and improvement of the leader–employee one-on-one meeting process. The position also develops and delivers values, vision, and mission training; facilitates the monthly Corporate Culture onboarding program for new hires at the corporate office; and manages training calendars, facilitators, vendors, learning resources, program logistics, evaluations, and learning and development records. Flagger Force describes itself as an industry leader in traffic control, supporting infrastructure, utilities, and other service industries throughout the eastern United States. The company says its work environment is centered on its values, vision, and mission and that employees are its most important asset.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Education, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
Five or more years of progressive experience in training and development, leadership development, or organizational development.
Demonstrated experience designing and facilitating leadership training for multiple levels of management.
Experience supporting succession planning, talent reviews, and individual development planning.
Strong knowledge of adult learning principles and practical training methods.
Excellent facilitation, coaching, communication, and relationship-building skills.
Ability to manage multiple programs, assess effectiveness, and connect development initiatives to business needs.
Ability to handle sensitive employee and talent information with discretion.

Responsibilities

Design, deliver, and evaluate leadership development programs for supervisors, managers, and directors.
Provide practical training in communication, coaching, feedback, conflict resolution, delegation, accountability, emotional intelligence, and team building.
Prepare newly hired or promoted leaders for people-management responsibilities through structured onboarding and development.
Assess leadership development needs using stakeholder input, employee feedback, performance trends, and organizational priorities.
Create workshops, learning materials, and tools that help leaders apply skills in their daily work.
Partner with Human Resources and senior leadership to establish and maintain a succession planning process.
Identify critical roles, assess talent readiness, and support development of potential successors.
Facilitate talent reviews and help leaders create targeted development plans to address readiness gaps.
Track succession-planning progress and recommend learning opportunities, mentoring relationships, and stretch assignments.
Establish and improve a consistent framework for meaningful one-on-one meetings between leaders and employees.
Train leaders to conduct conversations addressing performance, expectations, development, challenges, and employee feedback.
Review the one-on-one process and provide coaching, templates, and tools to strengthen meeting quality and follow-through.
Encourage regular development conversations and accountability for agreed-upon actions.
Partner with leaders and employees to create individual development plans aligned with career interests, role requirements, and business needs.
Help identify strengths, development opportunities, and appropriate learning resources.
Support coaching, mentoring, and other opportunities that build employee capability.
Monitor progress toward development goals and help leaders evaluate results.
Develop and deliver training that builds understanding of the organization’s values, vision, and mission.
Translate organizational values into clear, observable leadership behaviors and workplace expectations.
Incorporate culture and values into training programs and individual development activities.
Facilitate the Corporate Culture onboarding program monthly for new hires at the corporate office.
Partner with leaders to reinforce consistent behaviors and practices across the organization.
Maintain a training calendar and coordinate facilitators, vendors, learning resources, and program logistics.
Establish measures to evaluate participation, learning, application of skills, and program effectiveness.
Use feedback and results to continuously improve training and development programs.
Manage assigned training and maintain accurate learning and development records.