Manager, Learning & Development

Stratus•,

1d•$90,000 - $125,000•Hybrid

About The Position

As the market leader in brand implementation and maintenance, Stratus helps the world’s most recognized brands show up consistently, everywhere they operate. At Stratus, every employee plays a direct role in that impact. We operate with a strong commitment to customer service, a focus on execution, and a bias for action. If you're looking for a place where your contributions are visible, your growth is supported, and your work makes a real difference, you’ll find it here. As Manager, Learning & Development, you’ll shape how our people learn, lead, and grow—bringing fresh ideas and hands-on leadership to programs that build critical skills, open career pathways, and strengthen our business. You’ll lead a team of L&D Specialists and drive the strategy, development, and execution of learning initiatives that support employee growth, strengthen leadership capabilities, and improve business performance. From manufacturing on-the-job training and leadership development to Annual Compliance Training, Individual Development Plans, onboarding, and beyond, you’ll oversee a broad portfolio of learning programs designed to meet the evolving needs of our employees and the business. You’ll also shape the future of our learning technology, serving as the internal expert for our Cornerstone learning management system and driving a roadmap that makes learning more accessible, engaging, and effective. This is a role for someone who enjoys both building the plan and bringing it to life. You’ll collaborate with leaders, spend time understanding operational processes, create and facilitate learning, and help your team deliver work that employees can put into practice.

Requirements

A bachelor’s degree in Learning & Development, Education, Human Resources, Organizational Development, or a related field is preferred; however, an equivalent combination of education and relevant professional experience will also be considered.
5+ years of progressive learning and development experience, including responsibility for designing, delivering, and managing learning programs, with at least two years of direct people leadership experience.
Advanced, hands-on LMS expertise, including administration, reporting, troubleshooting, learning assignments, content management, and platform improvement. Experience administering and optimizing Cornerstone is strongly preferred.
Demonstrated proficiency with e-learning authoring and multimedia tools, such as Easygenerator, Articulate 360, Camtasia, or comparable platforms, along with the ability to develop polished, practical learning materials.
Strong instructional design and facilitation skills, with experience applying adult learning principles and selecting the right delivery approach for the audience, work environment, and desired outcome.
A track record of building productive stakeholder relationships, particularly with operational leaders and technical subject-matter experts. You know how to ask thoughtful questions, understand unfamiliar processes, influence without direct authority, and turn business requirements into effective training.
Strong program management and analytical skills, including the ability to manage competing priorities, coordinate multiple initiatives, establish meaningful measures, and follow through on commitments.

Nice To Haves

Experience administering and optimizing Cornerstone is strongly preferred.

Responsibilities

Set the direction for learning and development. Develop and execute an L&D strategy and annual learning roadmap aligned with business priorities, workforce needs, and our talent strategy. Assess skill gaps, prioritize initiatives, and translate opportunities into clear plans with defined outcomes, timelines, and ownership.
Lead and develop a strong L&D team. Manage, coach, and support two L&D Specialists, establishing clear expectations, balancing workloads, and providing meaningful feedback and development opportunities. Build a team culture grounded in collaboration, creativity, accountability, and high-quality execution while remaining actively involved in program development and delivery.
Become a trusted partner to the business. Build strong relationships across the organization, especially with Operations and Manufacturing leaders. Learn how work gets done, understand performance challenges, and partner with subject-matter experts to determine where training can make a difference.
Strengthen operational training and workforce development. Partner closely with Operations, Manufacturing, Project Management, and other functional leaders to identify skill gaps and develop structured training programs that support onboarding, ongoing on-the-job training, cross-training, and process adherence. Translate established procedures and operational expectations into practical learning solutions, including training materials, job aids, and skills assessments that drive consistency, proficiency, and performance.
Deliver programs that support growth at every level. Lead the development, delivery, and continuous improvement of manager training, leadership development, Individual Development Plans (IDPs), and other employee development initiatives. Connect learning opportunities to career pathways, performance needs, and succession priorities, helping employees build the skills and capabilities needed to grow and succeed.
Own the execution of Annual Compliance Training. Manage the end-to-end training cycle, including planning, content coordination, assignments, communications, completion tracking, reporting, and follow-up. Partner with People & Culture, Legal, Safety, IT, and other content owners to maintain accurate, relevant training and reliable records for compliance and audit needs.
Own and optimize our learning management system. Serve as the internal Cornerstone expert, combining platform oversight with hands-on administration and troubleshooting. Manage learning content, curricula, assignments, permissions, reporting, data quality, and the learner experience. Establish consistent administration practices and strengthen the team’s ability to use the platform effectively.
Shape the learning technology roadmap. Evaluate how our LMS, authoring tools, content libraries, and related technologies can better support business and employee needs. Prioritize enhancements, automation, integrations, and new capabilities in partnership with IT and vendors. Lead testing, rollout, and adoption efforts, and evaluate emerging tools.
Create and facilitate learning that people can use. Apply adult learning and instructional design principles to develop engaging e-learning, instructor-led workshops, virtual sessions, videos, facilitator guides, and performance-support materials. Use Easygenerator to turn complex information into clear, useful learning. Maintain standards for accuracy, accessibility, consistency, and ongoing content updates.
Measure results and manage resources thoughtfully. Track more than course completions—evaluate knowledge retention, skill application, time to proficiency, and contributions to agreed business outcomes. Use feedback and data to improve programs and communicate results to stakeholders. Manage assigned budgets, vendor relationships, and external learning resources to deliver value within available capacity.