Manager of Learning & Development

Ballard Spahr•Philadelphia, PA

3d•Hybrid

About The Position

Ballard Spahr is a nationally recognized law firm with more than 750 lawyers across 19 offices in the United States. A career at Ballard Spahr means joining a team of talented mentors, colleagues, and friends, supported by strong leadership that actively encourages professional growth. We are seeking a Manager, Learning & Development to lead the design, evaluation, and enhancement of firmwide training and professional development initiatives. This position plays a critical role in creating competency-based learning experiences that support the growth of attorneys while aligning with the firm's strategic goals. Working closely with legal and administrative leadership, Human Resources, and subject matter experts, the Manager will ensure learning programs are practical, engaging, and aligned with organizational objectives. This hybrid position offers a work schedule of 3 days a week in the Philadelphia office.

Requirements

Bachelor's degree required, JD or other advanced degree preferred.
Minimum of two years of experience in attorney professional development, learning and development, talent development, or a related function.
Strong project management and organizational skills.
Strong analytical and problem-solving abilities.
Proficiency in Microsoft Office Suite, including Word, Excel, Outlook, and PowerPoint.
Growth Mindset: Self-motivated with a passion for continuous learning to improve knowledge and generate innovative ideas.
Communication: Excellent verbal, written and interpersonal communication skills.
Detail-Oriented: Demonstrate careful attention to detail, anticipate challenges, and effectively manage multiple priorities and deadlines independently.

Responsibilities

Lead the design, development, and maintenance of learning curricula and career development pathways for attorneys.
Conduct training audits and needs assessments to identify skill gaps, learning priorities, and development opportunities.
Build competency-based learning programs, including courses, materials, and job aids.
Partner with firm leadership, practice groups, Human Resources, and Employee Relations to develop and deliver impactful training initiatives.
Facilitate training programs and serve as a learning and development resource across the firm.
Measure program effectiveness, track learning outcomes, and recommend continuous improvements.
Manage learning systems, content libraries, and related learning and development processes.
Drive firmwide learning initiatives that support employee growth, performance, and business objectives.