Manager - People Development

Wingstop•Dallas, TX

9h•Onsite

About The Position

The Manager, People Development builds practical, engaging learning experiences that help team members and people leaders grow at Wingstop. This individual contributor leads through subject matter expertise, project ownership, and cross-functional coordination. The role balances hands-on execution with strategic awareness of company priorities, translating business needs into scalable onboarding, professional development, and foundational people-leader experiences. This is a builder and operator role for someone who works with urgency, stays close to the details, and consistently moves work from idea to execution. The Manager facilitates high-quality learning, uses data and feedback to improve outcomes, and brings together internal leaders and external partners to create experiences people can apply on the job.

Requirements

5–7 years of experience in leadership development, organizational development, or learning & development, with a mix of design, facilitation, and program management.
Proven ability to design and facilitate learning programs (both in-person and virtual), with curiosity and openness to expand into new methods and technologies.
Strong project management skills with the ability to balance multiple priorities in a fast-paced environment while learning and adapting along the way.
Excellent communication, facilitation, and relationship-building skills, with a growth mindset and willingness to seek feedback.
Experience partnering with senior leaders and HR Business Partners to align solutions with business needs — or a strong desire and capability to grow into this partnership space.
Passion for leadership, growth, and Wingstop’s mission to serve the world flavor, with an eagerness to bring fresh ideas and continuously improve.

Responsibilities

Build, implement, and facilitate leadership and professional development programs for team members and leaders through the Senior Manager level.
Own foundational and new manager development that strengthens core capabilities such as setting expectations, coaching, feedback, accountability, team development, and leading through change.
Create facilitator guides, participant materials, job aids, practice activities, digital resources, and manager reinforcement tools that support learning before, during, and after each experience.
Maintain high standards for quality, review learning assets, and directly address gaps in delivery or content effectiveness.
Use a mix of instructor-led, virtual, self-directed, and on-the-job learning methods to make development accessible, relevant, and scalable.
Quickly build or update learning paths, tools, and resources to reduce the time it takes new team members to understand Wingstop’s business, absorb essential content, navigate key resources, and contribute effectively.
Facilitate orientation sessions and equip leaders and subject matter experts to deliver clear, consistent, and engaging content that accelerates new-hire ramp-up.
Partner with hiring managers, HR Business Partners, and subject matter experts to sequence role-relevant content, reinforce learning beyond orientation, and help new team members reach proficiency faster.
Plan and deliver development events such as conferences, speaker series, workshops, panels, and professional learning sessions.
Own the end-to-end participant experience, including program design, agendas, speaker preparation, communications, materials, logistics, follow-up, and evaluation.
Consult with HR Business Partners and business leaders to understand capability gaps and recommend solutions aligned with team and business needs.
Facilitate learning using discussion, practice, simulations, reflection, assessments, video, and other methods that encourage participation and application.
Prepare leaders and subject matter experts to teach, share experiences, and reinforce learning with their teams.
Manage multiple programs and events simultaneously, personally driving the details while maintaining clear plans, timelines, budgets, communications, risk tracking, and decision points.
Establish clear roles, deadlines, and expectations for program contributors; follow up consistently, address gaps, and keep work moving through completion.
Move quickly from need to usable solution by creating minimum viable content, gathering feedback, and improving it without allowing perfection to slow progress.
Define success measures and use participation, feedback, behavior change, and business indicators to evaluate impact and improve programs.
Use AI and learning technology to improve content development, participant experience, access, and program efficiency.
Stay current on adult learning, manager development, and professional development practices and bring forward ideas appropriate for Wingstop’s culture and pace.
Encourage curiosity and collaborative problem-solving among program partners to improve how learning experiences are built and delivered.

Benefits

Unlimited paid time off for exempt employees
One paid volunteer day of your choice
Competitive bonus structure for eligible roles
Team member stock purchase plan
Health savings or flexible spending account options
401k – (dollar for dollar on the first 3% and then 50 cents on the dollar for the next 2% for team member contributions up to 5% of eligible compensation)
Comprehensive medical, dental, and vision benefits
Basic life and AD&D insurance provided
Pet insurance
Education Assistance
Wellness reimbursement program
Paid maternity and paternity leave
Lunch provided every Tuesday and Thursday in office
Discount on Wingstop gift cards
Onsite game room