Manager Learning & Development

Sabre Corporation•Dallas, TX

1d•Hybrid

About The Position

As a Manager of Learning & Development at Sabre you won’t just build training, you’ll create learning experiences that spark action, grow careers and accelerate development at scale. You’ll bring enterprise-wide consistency, influenced by regional and cultural nuances, to make learning programs resonate across a global workforce. As a strategic partner, coach and guide, you’ll help leaders sharpen future-ready skills and navigate change with confidence. If you’re ready to accelerate talent and bring new energy to a global learning culture, let’s get going.

Requirements

8+ years of experience in learning & development, instructional design or talent management.
A proven track record of taking organization-wide learning programs from an idea to a fully launched reality, with a focus on practical application, business relevance and measurable impact.
Experience leveraging AI to multiply learning impact and throughput, including practical applications such as automated role plays, learner feedback analysis, content personalization, skills insights and scalable learning support.
A highly collaborative partnering style, with the ability to work across regional stakeholders and people business partners to identify needs, align priorities and embed learning in ways that work for the business.
Hands-on experience with Workday Talent and LMS (strongly preferred).
The agility to move with the pace of change and adapt when priorities shift.
Bachelor’s degree or equivalent experience preferred.

Responsibilities

Partner with talent leadership, people business partners and functional training leaders through routine intake conversations to understand what business needs most, what skills are most critical and where learning can make the greatest impact.
Translate these insights into practical learning solutions that address real business challenges and create global impact.
Build development paths that support our global workforce, strengthen future-ready skills and align learning priorities to business strategy, talent needs and regional realities.
Take charge of the entire lifecycle of learning initiatives, from identifying needs to implementing learning solutions, and iterating based on feedback, adoption and results.
Ensure learning is not just content or training, but something embedded into business rhythms, leadership routines and team development plans.
Use insights from people business partners to understand development gaps and where leaders need support.
Partner with functional training leaders to implement programs that elevate capabilities across every area of the business.
Launch learning solutions that help our global teams move with the pace of change.
Develop course materials, videos and resources that support learners from initial learning through on-the-job application.
Use metrics and feedback loops to understand what works and refine what doesn’t, iterating solutions to better fit what our global teams need to perform and grow.
Equip leaders and team members with the tools, resources and guidance to take ownership of their development and foster a culture of continuous growth.
Lead and grow a tight-knit Learning & Development team, giving them direction on everything from content strategy to operational execution.