Learning & Development Manager

Umbra•Reston, VA

4h•$140,000 - $170,000•Onsite

About The Position

The Learning & Development Manager is a pivotal, enterprise-wide role responsible for defining and executing Umbra’s learning and development strategy. Partnering closely with business leaders and the Head of Human Resources, this role builds practical, high-impact learning programs that support employees from onboarding through the full employee lifecycle, including leadership, operational, compliance, and technical skill development. As a builder in a fast-paced, scaling environment, you will translate business priorities into clear learning paths and experiences while remaining deeply involved in design, delivery, and continuous improvement. Your work will enable Umbrans to grow their capabilities, advance their careers, and perform at a high level as the company evolves - directly supporting Umbra’s mission to Redefine Space. This is a senior-level individual contributor role reporting to the Head of Human Resources, with broad influence across the organization. The ideal candidate will be a builder with an entrepreneurial mindset who is equally adept with ideation as they are with project planning and execution. This position is based on-site in either our Santa Barbara/Goleta, CA office, Arlington, VA office, or Reston, VA office (coming soon).

Requirements

Bachelor’s degree in Organizational Development, Human Resources, or related field.
5+ years of experience in learning and development, talent development, talent management or organizational effectiveness roles.
Demonstrated end-to-end ownership of talent and learning programs, from needs analysis and program design through delivery and evaluation.
Hands-on experience with Learning Management Systems, project management tools, and instructional design tools.
Deep understanding of adult learning principles and organizational learning strategies and hands-on curriculum development and facilitation experience.
Excellent project management, organizational and communication skills.

Nice To Haves

10+ years of experience in learning and development, talent development, talent management or organizational effectiveness roles.
Strong business acumen with the ability to think strategically, execute tactically, prioritize effectively, and influence stakeholders at all levels to achieve timely, high-impact outcomes.
Experience with automation and/or AI tools such as ChatGPT, Gemini, etc.
Experience supporting fast-growing or change-driven organizations.
Experience in the design, implementation and administration of leadership development and high-potential programs.
Certification in a recognized coaching methodology (e.g., ICF, Marshall Goldsmith, etc).
Certification or deep expertise with competency/assessment tools (e.g., Hogan, MBTI, Korn Ferry).
Experience working in or with companies in the space/satellite manufacturing industry or a large engineering workforce.

Responsibilities

Define and drive the learning strategy by translating organizational priorities and business goals into scalable learning paths, curricula, and high-impact development experiences across the employee lifecycle.
Design, build, and deliver learning programs using strong instructional design and adult learning principles, leveraging a blended approach across virtual, in-person, and micro-learning formats.
Create, maintain, and continuously improve learning assets—including tools, playbooks, facilitator guides, case studies, and job aids—within a centralized learning hub.
Identify, evaluate, and optimize learning technologies, vendors, and partners to enable scale, innovation, and efficient content creation as needs evolve.
Support critical talent development initiatives, including high-potential programs, individual development plans, readiness assessments, and manager and leader enablement.
Build and nurture a company-wide L&D community of practice that promotes collaboration, shared standards, and accelerated content development.
Partner closely with Communications and cross-functional stakeholders to drive learning adoption and reinforce a strong learning culture.
Establish and track clear metrics and KPIs to evaluate effectiveness, demonstrate impact, and inform continuous improvement.