Learning & Development Manager - Operations & Technical Learning

Flatiron Construction Corp•Concord, CA

2d•$130,000 - $150,000

About The Position

The Learning & Development Manager - Operations & Technical Learning owns and manages learning programs and processes that build operational and technical capabilities across the organization. The role partners with business leaders, subject matter experts, presenters, vendors, and the broader L&D team to translate business needs into practical, relevant learning experiences aligned with company priorities. It focuses on developing cultural, technical, and professional skills through collaboration with business subject matter experts. The manager leads operations and technical learning programs from concept through delivery and evaluation; identifies priorities based on business needs and capability gaps; and oversees program objectives, learning outcomes, content, project plans, calendars, and evaluation processes. The role also develops competency-based learning plans and career paths, partners with business stakeholders to turn best practices and procedures into learning content, and promotes adoption of learning plans across the organization. Additional responsibilities include developing in-person and online learning content, researching trends and best practices, contributing to learning strategy, using market research to identify innovations and technologies, and carrying out additional assignments as directed. Average travel of 20–30% to programs, projects, and district locations is required.

Requirements

Bachelor's degree required.
10 or more years of related experience required.
Experience in the heavy civil construction industry required.
Experience leading a team of three or more individuals.
Significant end-to-end project or program management experience, including managing multiple concurrent complex workstreams in a matrixed organization with aggressive timelines.
Ability to present to large groups and facilitate or co-facilitate professional development training sessions.
Strong organizational, creative-thinking, and curriculum-planning skills.
Strong leadership and interpersonal skills.
Ability to work autonomously and effectively in a fast-paced, complex environment.
Demonstrated analytics experience and ability to analyze quantitative and qualitative data from multiple sources, identify themes, and develop recommendations.
Strong critical-thinking ability, including identifying interdependencies between issues, data, and outcomes.
Track record of using a consultative approach to design and deliver innovative learning programs with measurable business results that meet stakeholder needs.
Ability to communicate ideas and insights succinctly and effectively in person, virtually, and in writing to audiences at all management levels.
Strong relationship-building and stakeholder-management skills, including with senior leaders.
Strong command of MS Office and experience with an eLearning authoring tool such as Articulate or Captivate.
Ability to travel an average of 20–30% to programs, projects, and district locations.

Responsibilities

Own operations and technical learning programs from concept through delivery and evaluation, aligning them with company strategy, operational priorities, and talent needs.
Identify learning priorities based on business needs, operational challenges, workforce capability gaps, and company initiatives.
Lead project teams and collaborate with program managers on detailed plans for learning programs and events.
Translate business needs into program objectives, learning outcomes, agendas, and content priorities.
Establish content and presenter evaluation processes and assess curricula to improve training effectiveness.
Determine appropriate topics, presenters, subject matter experts, activities, and learning methods.
Develop annual or rolling program calendars based on business priorities and audience needs.
Recommend when programs should be refreshed, expanded, consolidated, or retired.
Partner with subject matter experts, business leaders, and peers to convert best practices and established procedures into learning content.
Organize learning content into trackable competency categories, assess learner strengths and mastery needs, and develop competency-based career paths.
Work with L&D team members to track and monitor learning plans in the company learning management system.
Promote adoption of operations learning plans and career paths by educating and engaging leaders, employees, and HR partners.
Create engaging learning activities and course content for in-person and online curricula and other programs.
Research learning trends, methodologies, and best practices and apply them to professional learning.
Contribute to learning strategy and planning by evaluating the current state and informing future strategy.
Evaluate and prioritize tasks in a fast-paced environment.
Use market research to identify learning innovations, technologies, and benchmarks and develop leading-practice learning experiences.
Maintain knowledge of company values, initiatives, and strategic plans.
Perform additional assignments as directed by management.