Manager, Learning & Development

Flowserve Corporation•Irving, TX

About The Position

The Manager, Learning & Development leads the L&D team and the design of learning solutions that build leadership capability and workforce skills for current and future business needs. The role operates as a learning architect and performance consultant, ensuring learning investments address genuine capability gaps, are embedded in the flow of work, and produce measurable business impact. The Manager owns learning needs assessment and performance consulting, leadership and enterprise capability development, skills and career pathway initiatives, learning technology and vendor management, impact measurement, and team leadership. The role partners with business stakeholders, HRBPs, Talent, Performance & Culture, and Functional Learning teams to connect learning with business and talent priorities.

Requirements

7+ years of progressive experience in HR, learning & development, talent management, organizational development, or a related people function.
Demonstrated experience designing, delivering, or managing development programs, as a dedicated L&D professional or as part of a broader HR, HRBP, or talent role.
Proven ability to consult with business leaders, diagnose capability or performance gaps, and translate them into practical solutions.
Experience leading people or managing a team, project team, or significant cross-functional initiative.
Track record of using data and stakeholder feedback to measure program effectiveness and drive continuous improvement.
Bachelor's degree in Human Resources, Organizational Psychology, Education, Business, or a related field, or equivalent practical experience.

Nice To Haves

Leadership development experience, including manager programs, leadership journeys, or competency frameworks.
Hands-on experience with LMS/LXP platforms, digital learning tools, or AI-enabled learning solutions.
Exposure to skills taxonomies, career pathing, or talent and succession processes.
Experience in a global, matrixed, or industrial/manufacturing environment.
Relevant certifications, such as ATD/CPTD, SHRM, CIPD, coaching, or assessment certifications; these are not required.
Broader HR experience, such as HR Business Partner, Talent Management, or Organizational Development, combined with capability-building and consulting experience.

Responsibilities

Lead structured needs assessments with business stakeholders and HRBPs to identify root causes of performance and capability gaps before designing solutions.
Distinguish learning needs from issues related to expectations, process, motivation, or organization design, and recommend appropriate responses.
Maintain a regular business-partnership cadence to anticipate evolving capability needs.
Own the leadership development framework, Manager Essentials, and leadership journeys, emphasizing practical application and measurable outcomes.
Adapt enterprise learning, upskilling, onboarding, and assimilation priorities to business needs and available capacity.
Oversee the full learning lifecycle across blended, digital, social, on-the-job, and instructor-led approaches.
Partner on the design and evolution of the skills taxonomy, connecting roles, career pathways, learning content, credentials, and work experiences.
Ensure employees can see how learning and development opportunities support career progression.
Oversee LMS governance, learning standards, content accessibility, and portfolio quality; retire outdated content and address platform or delivery issues.
Manage external content providers and training vendors, including delivery quality and value.
Champion AI-enabled and flow-of-work learning solutions by testing new platforms, modalities, and delivery models.
Define success measures before program launch and track participation, capability improvement, behavior application, and business impact.
Use learning analytics and stakeholder feedback to improve the portfolio and communicate the value of L&D investment in business terms.
Set team objectives, coach performance and professional growth, and build capability within the L&D team.
Allocate work and adjust priorities based on business needs, capacity, and service requirements.
Partner with HRBPs, Talent, Performance & Culture, and Functional Learning teams to embed learning in business and talent priorities.