Learning & Development Manager - Accelerated Development

Flatiron Construction Corp•Atlanta, GA

10d

About The Position

The Learning & Development Manager leads the design, launch, management, and continuous improvement of the organization’s Accelerated Development Program, which identifies, develops, and prepares high-potential employees for future leadership opportunities. The role creates structured development experiences that increase leadership readiness, visibility, and exposure, strengthen succession pipelines, and support retention and career progression. It also partners with the Vice President of Learning & Organizational Development to execute the enterprise leadership development strategy through programs, learning experiences, tools, and development opportunities across leadership levels. The position oversees the Accelerated Development Program’s annual lifecycle, including nominations, selection, assessment, onboarding, development planning, program experiences, progress reviews, and completion. It creates individualized development experiences and partners with business leaders to provide meaningful stretch assignments and other opportunities. The role establishes processes and measures to track participant development, readiness, movement, retention, advancement, and contribution to the leadership pipeline. The manager supports the design and delivery of leadership development programs, pathways, and cohort experiences; coordinates facilitators, coaches, consultants, and content partners; and uses participant feedback and data to improve program effectiveness. The role builds partnerships with HR, business leaders, and senior executives, integrates accelerated development with leadership, career, succession, and talent planning, and provides guidance and resources to leaders. It also manages program plans, schedules, milestones, budgets, communications, participant records, vendor relationships, dashboards, and reporting. Travel to program, project, and district locations averages 20–30%.

Requirements

Bachelor’s degree.
10+ years of related experience.
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.
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 succinctly and effectively in person, virtually, and in writing 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 an average of 20–30% to program, project, and district locations.

Nice To Haves

Master’s degree strongly preferred.
Experience working within the heavy civil construction industry 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 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 senior-leadership exposure.
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, and build relationships with participants and their leaders to support on-the-job development.
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, and contribution to the leadership pipeline.
Partner with the Vice President of Learning & Organizational Development to translate enterprise leadership development strategy into programs, experiences, tools, and resources.
Support the design, development, implementation, and ongoing management of leadership development experiences across leadership levels.
Manage execution of key leadership programs, including planning, communications, participant management, facilitator coordination, materials, logistics, and follow-through.
Support the development and evolution of leadership pathways appropriate to leaders’ career stages and levels of responsibility.
Research leadership trends, practices, assessments, tools, and learning approaches, and recommend improvements to 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 deliver consistent, high-quality leadership experiences.
Gather participant and stakeholder feedback and use data and insights to improve leadership development 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 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 that explain leaders’ roles in developing high-potential employees.
Serve as a resource to leaders and HR partners on accelerated development, leadership development programs, and development experiences.
Manage program plans, calendars, milestones, budgets, communications, participant records, and vendor relationships.
Establish dashboards and reporting on participation, progress, outcomes, and program effectiveness.
Use data, feedback, and business insights to recommend program enhancements and future investments.