Learning & Development Manager - Accelerated Development

Flatiron Construction Corp•Concord, CA

2h•$110,000 - $130,000

About The Position

The Learning & Development Manager will lead the design, launch, management, and continuous improvement of the organization’s Accelerated Development Program, an enterprise approach to identifying, developing, and preparing high-potential talent for future leadership opportunities. The role works with business leaders to create structured development experiences that accelerate readiness, increase visibility and exposure, strengthen succession pipelines, and help retain employees preparing for broader and more complex leadership responsibilities. The manager will also partner closely with the Vice President of Learning & Organizational Development to execute the organization’s leadership development strategy, translating it into programs, learning experiences, tools, and development opportunities across leadership levels. The position supports leadership pathways and experiences, coordinates internal and external facilitators and partners, and uses participant and stakeholder feedback to improve programs. The role builds partnerships across HR, business leaders, and senior executives; connects accelerated development with leadership development, career development, succession, and talent planning; and manages program plans, calendars, budgets, communications, participant records, vendor relationships, dashboards, and reporting. Travel to program, project, and district locations is expected on average 20–30%.

Requirements

Bachelor’s degree required; a master’s degree is strongly preferred.
10+ years of related experience required.
Significant end-to-end project/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 and/or co-facilitate professional development training sessions.
Strong organizational skills, creative thinking skills, and curriculum planning ability.
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 compelling recommendations.
Strong critical thinking ability to identify interdependencies among issues, data, and outcomes.
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, tailoring relevant information to audiences at all management levels.
Strong relationship-building and stakeholder-management skills.
Strong command of MS Office and experience with eLearning authoring tools.
Ability to travel 20–30% on average to program, project, and district locations.

Nice To Haves

Experience working within the heavy civil construction industry is strongly preferred.
Master’s degree is strongly preferred.

Responsibilities

Lead the design, launch, management, and continuous improvement of the succession planning and Accelerated Development Program for high-potential talent.
Translate the accelerated development vision into a structured, repeatable program with defined objectives, participant experiences, expectations, milestones, and outcomes.
Manage the annual program lifecycle, including nominations, selection, assessment, onboarding, development planning, program experiences, progress reviews, and completion.
Create individualized development experiences that may include assessments, development plans, executive coaching, mentoring, sponsorship, stretch assignments, rotational experiences, cohort learning, and exposure to senior leadership.
Partner with business leaders to identify stretch assignments and developmental experiences that build enterprise perspective and prepare participants for broader leadership responsibilities.
Track participant development, readiness, movement, retention, and career progression over time.
Build relationships with participants and their leaders to help ensure development commitments translate into meaningful on-the-job experiences.
Design and coordinate talent and succession planning processes so participants are considered as future leadership needs and opportunities emerge.
Build the visibility, credibility, and internal brand of the Accelerated Development Program.
Establish measures of program effectiveness, including participant growth, retention, advancement, readiness for broader roles, and contribution to the leadership pipeline.
Partner with the Vice President of Learning & Organizational Development to translate the enterprise leadership development strategy into programs, experiences, tools, and resources.
Support the design, development, implementation, and management of leadership development experiences across leadership levels.
Manage execution of leadership programs, including planning, communications, participant management, facilitator coordination, materials, logistics, and follow-through.
Support the creation and evolution of leadership development pathways suited to leaders’ career stages and levels of responsibility.
Research leadership trends, emerging practices, assessments, tools, and learning approaches and recommend ways to strengthen the leadership development portfolio.
Identify opportunities to integrate coaching, assessments, experiential learning, peer learning, and application-based development into leadership programs.
Facilitate or co-facilitate leadership development sessions, workshops, and cohort experiences as appropriate.
Coordinate with internal and external facilitators, coaches, consultants, and content partners to ensure high-quality leadership experiences.
Gather participant and stakeholder feedback and use data and insights to improve programs.
Build partnerships with HR, business leaders, and senior executives to understand leadership and talent needs and translate them into development experiences.
Connect accelerated development efforts with broader leadership development, career development, succession, and talent planning processes.
Partner with Learning Strategy & Infrastructure colleagues to use common learning systems, standards, measurement practices, and tools.
Develop communications and resources to help leaders understand their role in developing high-potential employees and strengthening the leadership pipeline.
Serve as a trusted resource to leaders and HR partners on accelerated development, leadership development programs, and development experiences.
Develop and manage program plans, calendars, milestones, budgets, communications, participant records, and vendor relationships.
Establish dashboards and reporting to provide visibility into participation, progress, outcomes, and program effectiveness.
Use data, feedback, and business insights to recommend program enhancements and future investments.