Learning & Development Manager - Operations & Technical Learning

Flatiron Construction Corp•Atlanta, GA

About The Position

The Learning & Development Manager – Operations & Technical Learning owns and manages learning programs and processes that build operational and technical capability 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, high-quality learning experiences aligned with company priorities. Its focus includes developing cultural, technical, and professional skills in collaboration with business subject matter experts. The manager leads operations and technical learning programs from concept through delivery and evaluation, connecting programs to company strategy, operational priorities, and talent needs. The role also develops operational learning plans and competency-based career paths, promotes their adoption across the organization, creates learning activities and course content for in-person and online curricula, and contributes to ongoing learning strategy and innovation. Travel to program, project, and district locations averages 20–30%.

Requirements

Bachelor’s degree required.
10+ years of related experience required.
Experience working within the heavy civil construction industry required.
Experience leading a team of 3 or more individuals.
Significant end-to-end project or program management experience conceptualizing, planning, managing, delivering, and monitoring multiple concurrent complex work streams 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, including analyzing and synthesizing quantitative and qualitative data from multiple sources to identify themes and develop recommendations.
Strong critical-thinking ability to identify interdependencies between issues, data, and outcomes.
Established track record of taking a consultative approach to designing and delivering innovative learning programs with measurable business results that meet stakeholder needs.
Ability to communicate ideas and insights in person, virtually, and in writing, succinctly and with impact, to audiences at all management levels.
Strong relationship-building and stakeholder-management skills, including with senior leaders.
Strong command of MS Office skills.
Ability to travel an average of 20–30% to program, project, and district locations.

Nice To Haves

Experience with an eLearning authoring tool such as Articulate or Captivate.

Responsibilities

Own operations and technical learning programs from concept through delivery and evaluation.
Ensure learning programs align 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 in developing and delivering learning events, experiences, and programs.
Work with program managers to develop and manage detailed project plans for learning programs and events.
Translate business needs into program objectives, learning outcomes, agendas, and content priorities.
Establish content and presenter evaluation processes.
Evaluate program curricula and identify ways to improve established and developmental training efforts.
Determine appropriate topics, presenters, subject matter experts, activities, and learning methods for programs.
Develop annual or rolling program calendars based on business priorities and audience needs.
Recommend when existing programs should be refreshed, expanded, consolidated, or retired.
Partner with subject matter experts, business leaders, and peers to translate best practices and established procedures into learning content.
Develop a strategy for organizing learning content into trackable competency categories.
Evaluate learners’ strengths and identify areas where additional mastery is needed.
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, engaging, and influencing leaders, employees, and HR partners.
Create engaging learning activities and course content for in-person and online curricula and other programs as needed.
Research learning industry trends, methodologies, and best practices and apply them professionally.
Provide input into learning strategy and plans, continually evaluating the current state to inform future strategy.
Evaluate and prioritize tasks in a fast-paced environment.
Use market research on learning innovations, new technologies, and benchmarks to create and deploy leading-practice learning experiences.
Maintain knowledge of the company’s values, initiatives, and strategic plan.
Perform additional assignments as directed by management.
Travel an average of 20–30% to program, project, and district locations.