Learning & Development Manager

Resource Innovations•Dallas, TX

2d•$100,000 - $125,000

About The Position

Resource Innovations is seeking a strategic and innovative learning leader with deep expertise in leadership development, talent management, succession planning, and organizational capability building to help develop the next generation of leaders across our organization. As the Learning & Development Manager, you will play a critical leadership role in designing and executing enterprise-wide learning, leadership, and talent development strategies. This role will be responsible for building scalable leadership programs, implementing talent review and succession planning processes, managing leadership assessments, and leveraging learning technologies to drive employee growth and organizational effectiveness. The position reports to the Chief Human Resources Officer.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Psychology, Business Administration, Education, or a related discipline.
Minimum of 8 years of progressive Learning & Development, Talent Management, Organizational Development, or Human Resources experience.
Minimum of 5 years of experience leading enterprise-wide learning and leadership development initiatives.
Proven experience designing and implementing leadership assessment frameworks, talent review processes, and succession planning programs.
Experience leveraging LinkedIn Learning or comparable learning management platforms to create structured career pathways and personalized learning recommendations.
Strong facilitation, presentation, and executive communication skills.
Interest in sustainability and passionate about making a meaningful impact on the environment.

Nice To Haves

Master's degree preferred.
Professional certifications in leadership or behavioral assessments such as: Myers-Briggs Type Indicator (MBTI), DISC, Hogan Assessments, CliftonStrengths (Strength Finders), Korn Ferry Leadership Architect, EQ-i Emotional intelligence assessment.
Certification in Organizational Development, Talent Management, HR, or Executive Coaching.
Experience developing leadership talent in consulting, professional services, energy, sustainability, engineering, technology, SaaS, or utility-related environments.
Industry experience within energy efficiency, clean energy, utilities, sustainability, engineering, environmental services, or similar sectors.
Experience supporting a diverse workforce that includes consultants, program delivery teams, engineers, project managers, technical specialists, and corporate functions.
Strong interpersonal and relationship-building skills with the ability to influence leaders at all levels.
Analytical mindset with demonstrated ability to convert talent insights into strategic organizational actions.
Proven track record of leading enterprise talent, culture, and organizational effectiveness initiatives.

Responsibilities

Develop and execute a comprehensive enterprise learning and development strategy aligned with organizational goals, business priorities, and workforce needs.
Create scalable learning solutions that support leadership effectiveness, employee development, and organizational growth.
Establish learning frameworks, competency models, and development pathways that strengthen talent across all levels of the organization.
Partner with senior leaders and HR Business Partners to identify capability gaps and implement targeted development solutions.
Design, implement, and continuously improve leadership development programs for emerging leaders, people managers, directors, and executives.
Create and facilitate leadership workshops focused on key competencies including communication, coaching, performance management, change leadership, resilience, and strategic thinking.
Develop leadership assessment methodologies to identify leadership strengths, development opportunities, and readiness for advancement.
Provide leadership coaching and development guidance to leaders across the organization.
Lead the design, implementation, and facilitation of enterprise talent review processes.
Develop and maintain a comprehensive succession planning framework for critical leadership and technical positions.
Partner with executive leadership to assess organizational bench strength and identify high-potential talent.
Utilize talent assessment data and workforce insights to create development plans that support succession readiness.
Monitor succession metrics and talent pipeline health to ensure future organizational capability.
Administer and interpret leadership and behavioral assessments to support employee development, coaching, team effectiveness, and succession planning.
Utilize assessment data to provide strategic recommendations related to leadership capability and talent readiness.
Track learning effectiveness and development outcomes through key performance indicators and talent metrics.
Leverage analytics to identify trends and make data-driven recommendations regarding talent development investments.
Manage and optimize learning technologies, platforms, and learning content libraries.
Leverage LinkedIn Learning and other development resources to create structured learning journeys and career pathways.
Partner with HR, Talent Acquisition, and business leaders to align learning pathways with company job descriptions, competencies, and career progression opportunities.
Create tailored learning recommendations that support career growth, internal mobility, and leadership readiness.
Drive employee adoption of development resources through effective communication and engagement strategies.
Support organizational transformation initiatives through change management and capability-building strategies.
Partner with business leaders to build high-performing teams and foster a culture of continuous learning.
Facilitate team effectiveness sessions, workshops, and strategic planning discussions.
Drive initiatives that enhance employee engagement, leadership effectiveness, and organizational performance.
Manage external learning vendors, consultants, certifications, and leadership development partners.
Evaluate and implement best-in-class learning solutions and programs.
Manage program budgets, learning investments, and organizational development resources.
Ensure effective measurement and continuous improvement of learning programs.
Other duties as assigned