Learning Program Manager, Corporate Staff

General Motors

2d•Hybrid

About The Position

The Learning Program Manager is a critical role aimed at fostering a culture of continuous learning and development within Corporate Staffs, including but not limited to the following functions: Legal, Marketing, Communications, and Strategy. Additionally, this individual will be accountable for the successful launch, tracking, and escalation of all global Corporate Required Training. This individual successfully strategizes and consults with leaders and key business partners to enable a learning culture that delivers strategic value in support of GM’s business objectives. They will seek to understand performance gaps and identify solutions that leverage the broader Global Learning and Development catalogue. Once solutioned, the Learning Program Manager will serve as the Single Point of Contact between the business learning advocates/leaders and the central learning and development team to track that solution from design & development through to delivery. Once in production, the Learning Program Manager will measure the success of the program to determine if objectives are being met, directing modifications if necessary.

Requirements

5-7+ years of relevant work experience
Bachelor's Degree preferred, or equivalent work experience
Experience partnering with stakeholders
Strong communication skills, both verbal and written
Someone who takes initiative and is proactive
Strong project and/or program management skills
Learning & Development experience
Someone who can flourish in an autonomous environment

Responsibilities

Collaborate with business leaders to understand organizational goals and challenges.
Assess the current workforce to determine where performance improvements are necessary based on those goals and challenges.
Conduct analysis to identify the root cause of performance gaps (skill, environment, incentives, etc.).
Communicate the results of these analyzes to business leaders with recommended solutions.
For learning solution recommendations, agree on target skill areas.
Communicate the impact that learning interventions are having on the business in terms of metrics that are meaningful to the business.
Provide oversight as new learning solutions are developed, delivered, and administered by the Learning & Development Center of Excellence (COE) to ensure that the target solutions are aligned with intended objectives.
Oversee the creation of new courses in partnership with instructional designers (in-house or vendor), SMEs, facilitators, coordinators, etc.
Manage the end-to-end process of course development, from initial concept through to delivery and evaluation.
Ensure that all learning programs are delivered on time, within scope, and within budget.
Own the end‑to‑end governance of Corporate Required Training, including partnering closely with Legal, supporting timely launches, maintaining accurate and compliant completion records, driving clear and effective communications, and escalating risks or gaps as needed.
Establish and maintain trust-based relationships with stakeholders at all levels, becoming a go-to resource for all learning and development related needs for the given functional area.
Facilitate open and transparent communication channels regarding learning initiatives, ensuring alignment with business needs.
Regular meetings with business leaders will be required to ensure that all parties are aware of the status of the learning initiatives and their return on investment.
Champion a culture of continuous improvement and lifelong learning, encouraging participation in learning activities and the application of new skills and knowledge.
Evaluate the effectiveness of learning interventions in achieving desired business outcomes, leveraging data to inform future learning strategies.
Stay informed about the latest trends and innovations in learning and development, integrating best practices to enhance the organization's learning initiatives.