Learning Program Manager - Manufacturing & Enterprise Development

Industrial Electric Manufacturing•Fremont, CA

7h•$115,000 - $156,000•Onsite

About The Position

We are seeking an experienced and strategic Learning Program Manager to join our Talent Development team. Reporting to the Director of Talent Development, this role will lead the design, implementation, and scaling of learning programs that build workforce capability at our Fremont, CA manufacturing site, with extended support to key corporate functions including Engineering and IT. This is an individual contributor role that requires the ability to operate at two levels simultaneously — executing at the site level to meet local operational and production training needs, while aligning to enterprise talent development strategy and priorities. The Learning Program Manager will serve as the primary learning partner to site leadership, HR, and functional leaders, identifying skill gaps, developing targeted solutions, and driving adoption of new processes and behaviors through effective change enablement strategies. The ideal candidate brings hands-on experience developing and managing learning programs in a production-oriented manufacturing environment, a strong understanding of compliance and skills-based training requirements on the plant floor, and a proven track record supporting large-scale change management initiatives — including system implementations, facility expansions, and organizational transformation — in high-growth organizations. They bring a consultative mindset, strong program management skills, and the ability to connect learning directly to business outcomes without the support of a direct team.

Requirements

Minimum 5–7 years of experience in learning and development, talent development, or organizational development.
Direct experience designing and delivering learning programs in a manufacturing or industrial environment, including frontline and production employee training, skills-based learning, and compliance or regulatory training.
Experience supporting large-scale organizational change initiatives in a high-growth or rapidly evolving business; experience with system implementations, facility expansions, or M&A integration is strongly preferred.
Demonstrated ability to operate effectively as an individual contributor — owning programs end-to-end, influencing without authority, and building relationships across all levels of an organization.
Proven ability to navigate dual stakeholder environments, balancing site-level operational needs with enterprise strategy and priorities.
Strong background in needs assessment, capability analysis, and translating business and operational requirements into effective learning solutions.
Excellent project and program management skills with the ability to manage multiple initiatives simultaneously in a fast-paced environment.
Strong stakeholder management, consulting, and communication skills; comfortable engaging with frontline employees and senior leaders alike.
Experience facilitating training sessions, workshops, and development programs for diverse audiences.
Proficiency in instructional design methodologies (e.g., Action Mapping, ADDIE, or similar); experience with Articulate 360 or similar e-learning authoring tools preferred.
Experience with LMS platforms and learning technologies; familiarity with compliance tracking and recordkeeping requirements.
Bachelor's degree in Instructional Design, Organizational Development, Human Resources, Education, or related field required.

Nice To Haves

Master's degree in Organizational Development, Industrial/Organizational Psychology, HR, or related discipline preferred.
Relevant certifications (ATD, CPTD, Prosci Change Management, or similar) are a plus.

Responsibilities

Design, implement, and manage training programs that build technical and operational skills for production employees, ensuring workers are equipped to perform safely, accurately, and efficiently.
Ensure all training programs meet applicable regulatory, safety, and compliance requirements, and maintain accurate records of completed training in the LMS.
Partner with site leadership, operations managers, and SMEs to develop job-specific learning pathways and performance support tools for frontline and production employees.
Design and manage new hire onboarding and ramp-up programs tailored to production roles, enabling employees to reach proficiency quickly.
Continuously assess the effectiveness of manufacturing training and drive improvements based on performance data, audit findings, and operational feedback.
Design and execute learning strategies that support large-scale change initiatives, including system implementations, facility expansions, process changes, and culture transformation.
Develop change enablement plans that reinforce new behaviors, ways of working, and mindsets across the site and functional teams.
Act as a change advocate, helping site leaders and employees navigate transformation through targeted training, communication support, and reinforcement strategies.
Extend learning support to Engineering and IT functions, partnering with functional leaders to identify capability needs and design targeted solutions for each population.
Engineering: Partner with Engineering leadership to design and implement skill development and career development programs that build technical depth, support role progression, and retain top talent. Develop learning pathways that span early-career skill building through senior and leadership readiness.
IT: Partner with IT and project leadership to design and deliver learning solutions that support large-scale enterprise system implementations, including end-user training, process adoption, and change enablement strategies that drive successful rollouts across the site.
Conduct needs assessments and stakeholder interviews within each function to ensure learning solutions are grounded in real capability gaps and aligned with both functional and enterprise priorities.
Translate business challenges and performance gaps into targeted learning solutions using modern instructional design methodologies (e.g., Action Mapping, ADDIE, or similar).
Conduct thorough needs assessments, task analyses, and stakeholder interviews to surface skill gaps and define development priorities.
Develop high-quality learning assets — including e-learning modules, instructor-led programs, blended learning experiences, job aids, and assessments — working independently or with SMEs.
Apply adult learning principles and innovative approaches to create engaging, practical content for diverse employee populations including both production and professional audiences.
Lead end-to-end management of learning programs — from needs assessment and design through delivery, evaluation, and continuous improvement.
Manage program roadmaps, timelines, and cross-functional coordination, balancing site-level urgency with enterprise priorities.
Manage multiple initiatives simultaneously in a fast-paced, high-growth environment with shifting priorities.
Deliver and facilitate select learning programs, workshops, and development sessions as needed for both production and professional audiences.
Leverage multiple learning modalities — including virtual, classroom, blended, and on-the-floor formats — appropriate to the audience and environment.
Foster interactive, participatory learning environments that drive engagement and knowledge retention across varying levels of the organization.
Define success metrics for learning programs and evaluate effectiveness using learner feedback, business metrics, compliance data, and performance outcomes.
Use data and insights to refine program design, scale high-impact initiatives, and retire low-value programs.
Support reporting and insights related to learning impact, compliance completion rates, and workforce capability for both site leadership and enterprise stakeholders.
Leverage IEM’s LMS and learning technologies to enable scalable delivery, tracking, and reporting — with particular attention to compliance training recordkeeping at the site level.
Partner with HR and IT to optimize learning platforms and digital learning capabilities.
Stay current on emerging learning technologies and industry best practices.