Learning & Leadership Operations Lead

Owens Corning•Toledo, OH

12d

About The Position

The Learning & Leadership Operations Lead is the operational engine that makes Owens Corning’s people leader strategy scalable. This role owns the platforms, deployment systems, vendor operations, and enablement rhythms that turn leadership development from individual programs into repeatable, level- and role-based experiences delivered consistently across the enterprise—accelerating leader readiness and time-to-proficiency. The role spans two connected mandates. First, it operationalizes the scaled leadership development portfolio—building the management systems, deployment infrastructure, and adoption rhythms that let the team deliver level- and role-based leadership experiences at scale. Second, it owns the broader learning experience for all employees, managing the LMS, Percipio, and the mentoring platform, along with the learning measurement that demonstrates utilization, adoption, and impact. It is a system-ownership and activation role: the connection point between strategy and execution that builds and runs the management systems, measurement, and adoption rhythms our modern development model depends on. The role enables our leadership development strategy leaders to focus on strategy, design, and delivery, and ensures our platform and program investments are deployed, adopted, measured, and continuously improved.

Requirements

Experience in learning technology, LMS administration, or learning operations, including platform governance, optimization, and system ownership.
Program or learning operations management at scale—deployment, scheduling, enrollment, completion tracking, and vendor/content management across platforms such as Percipio, mentoring tools, or comparable solutions.
Proven ability to build repeatable processes and management systems that scale across an enterprise and translate strategy into operational infrastructure.
Learning measurement and analytics capability—reporting on utilization, adoption, effectiveness, and impact to inform decisions and drive continuous improvement.
Strong project coordination, attention to detail, and follow-through, with effective collaboration and stakeholder enablement across HR, leaders, and vendors.
Bachelor’s degree in HR, Learning & Development, Organizational Development, Business, or a related field (or equivalent experience).
5+ years of experience in learning operations, learning technology/LMS administration, or a related program operations role, including hands-on platform ownership.

Nice To Haves

Working level experience in Leadership Development Experience & Design

Responsibilities

Own LMS operations, including governance, system administration, learning inbox/ticket support, ongoing platform maintenance, and continuous improvement
Manage vendor relationships and platform optimization for the scaled learning platform (Percipio) and OC Mentoring platform
Deliver reporting, utilization insights, and platform optimization across the ecosystem
Partner with the HR Systems team to adopt, test, and deploy system enhancements and upgrades
Own, maintain, and update global Learning Administrator Training
Provide ad-hoc support to learning administrators
Build the operating system for level- and role-based leader development: audience assignment, scheduling, and facilitator coordination
Manage learning journey setup, follow-up, completion tracking, and measurement
Own the execution model with leadership development vendor(s), including assigning, deploying, and driving use of available resources within defined access windows
Translate OC Leadership Essentials into repeatable leader enablement moments tied to the annual cycle—goal setting, mid-year, year-end, development planning, talent planning, and career conversations
Serve as the connection point between annual process communications and leadership development
Own the operating model, cross-COE collaboration, and session facilitation for HR COE / HR partner information sessions, and resource deployment
Manage Q&A capture, change support, and follow-up that help HR and leaders adopt and sustain the work
Track participation, utilization, effectiveness, and platform adoption across leadership learning journeys
Drive learner follow-up and process improvements that raise the impact of development investments
Serve as the global administrator and system owner for the LMS and connected learning platforms, ensuring functionality, timely maintenance, and maximum utilization.
Operationalize the execution model with leadership development vendor(s)—resource assignment, deployment, scheduling, and utilization within defined access windows.
Partner with vendors to source, coordinate, and manage learning content and platform services for quality, effectiveness, and value.
Continuously improve the learner experience, follow-up processes, and operating mechanisms that sustain development at scale.