Learning & Development Business Partner

Power Systems Mfg., LLC•Jupiter, FL

10h

About The Position

The Learning & Development Business Partner (L&D BP) is a consultative, hands-on role responsible for partnering with HR, L&D, and business functions to identify, design, deliver, and evaluate learning solutions that drive business performance and close critical skill gaps. This role acts as a primary liaison between the business and the L&D function, ensuring all training and development initiatives align with organizational goals. This position also serves as the New Employee Onboarding training lead and provides backup technical administration for the Learning Management System (LMS). The L&D BP is deeply involved in the entire training lifecycle, from needs analysis and curriculum design to delivery, vendor management, and effectiveness monitoring. The position reports to the L&D Manager and serves as a key member of the Human Resources Team.

Requirements

Bachelor's Degree in Human Resources, Organizational Leadership, Organizational Development, Education, Communications, or a related field.
5+ years of experience in a dedicated Learning & Development or Training role, with a strong focus on both design, delivery, and consultancy.
3+ years of experience as an LMS administrator or backup administrator is required.
3+ years of experience creating content using known content authoring tools such as Articulate 360 products (Storyline, Rise), Adobe Captivate, or Elucidat.
Proven experience in training curriculum and material development.
Demonstrated ability to deliver engaging and effective Instructor-Led Training (ILT) and virtual training sessions.
Experience in developing and managing New Employee Onboarding programs.
Familiarity with Learning Management Systems (LMS) administration functions (e.g., content loading, assignment creation, reporting) is required.
Experience conducting Training Needs Analysis and designing solutions to close performance gaps.
Strong consulting, influencing, and negotiation skills to partner effectively with business leaders and SMEs.
Excellent written and verbal communication skills.
Proven project management skills for L&D initiatives.
Outstanding organizational skills and attention to detail, particularly in coordinating logistics for complex training programs.
Proficiency with Microsoft Office Suite (Word, PowerPoint, Excel).
Ability and willingness to work independently and collaboratively in a fast-paced, matrixed environment.

Nice To Haves

Professional Certifications are a plus: Certification from the Association for Talent Development (ATD) (e.g., CPLP) or Society for Human Resource Management (SHRM) (e.g., SHRM-CP, SHRM-SCP) is highly desirable.
Certification in training design methodologies (e.g., ADDIE, SAM) is highly desirable.

Responsibilities

Serve as the primary L&D consultant to business units and functional leaders.
Conduct comprehensive Training Needs Analyses (TNA) to proactively identify skill and knowledge gaps related to new processes, tools, technical standards, and required organizational competencies.
Partner with stakeholders to define clear learning objectives and measurable outcomes that align with strategic business goals.
Maintain clear and consistent communication with all stakeholders regarding training initiatives, status, and results.
Develop training curriculum, materials and/or oversee their creation, ensuring content addresses critical business needs across both technical and non-technical domains.
Design programs focused on discipline-specific professional and process/tool knowledge, and discipline-specific competencies.
Design programs covering general workplace standards, processes, and tools, general skills and competencies, and leadership/management development.
Select appropriate delivery mechanisms to maximize learner engagement and effectiveness.
Deliver training sessions, workshops, and courses for the general workforce or targeted discipline/technical areas, utilizing strong platform and facilitation skills.
Design and implement methods for monitoring training effectiveness and business impact. Use data to propose continuous program improvements.
Regularly review and update existing training materials to ensure accuracy, compliance, and relevance to current business practices and standards.
Manage and prioritize incoming support tickets related to the learning ecosystem (content, general services) using ServiceNow, ensuring timely resolution, clear communication, and adherence to defined service level agreements.
Lead the development, administration, and continuous improvement of the Path to Energy New Employee Onboarding Program.
Manage the end-to-end new hire training process, including content sequencing, coordinating cross-functional speaker schedules, and ensuring a positive, structured experience for all new hires.
Ensure timely completion and tracking of all mandatory or compliance-driven onboarding training through the LMS.
Manage complex L&D projects (e.g., 360 leadership assessments, new program launches, major curriculum overhauls) from initiation through closure, ensuring solutions are delivered on time, within budget, and meeting established quality standards.
Ensure all mandatory training is properly developed, documented, and tracked for compliance support with the assistance of all applicable SMEs.
Assist with coordinating training logistics, including scheduling, arranging venues (physical or virtual), managing registration, and ensuring the timely distribution of materials.
Serve as the designated backup administrator for the Learning Management System (LMS).
Assist the primary LMS Administrator with day-to-day operations, including uploading, testing, and managing learning content; creating and managing the applicable user accounts, learning assignments, and reporting groups; generating basic compliance, completion, and usage reports; and providing technical support and troubleshooting for end-users regarding system access or content issues when the primary administrator is unavailable.