Senior Manager, Enterprise Learning Enablement

Land O'Lakes•Arden Hills, MN

15h•Onsite

About The Position

Senior Manager, Enterprise Learning Enablement The Senior Manager, Enterprise Learning Enablement is a strategic leader responsible for the development, execution, and operational excellence of the organization's enterprise capability systems spanning, skills strategy, learning platforms, operational governance, and workforce enablement. This role will drive transformational changes in capability development, learning operations, and contribute to business growth via innovative learning strategies and learning technology solutions. This role is located at our Arden Hills, MN Corporate Headquarters (Tuesday-Thursday in office each week) Key Responsibilities : Skills Capability Strategy · Support the development and rollout of the organizational skills strategy, including skills operating model, capability mapping, and enterprise skill-building initiatives aligned to business priorities. · Build effective partnerships with HR, business leaders, vendors, and external stakeholders to deliver enterprise-wide capability intelligence and solutions. · Partner with HR, Talent Management, and business leaders to define and maintain skills and capability models and governance that support current and future business strategy, and balance enterprise standards with business unit needs. · Use capability intelligence data to identify gaps, prioritize learning investments, and inform workforce planning and career pathways. Learning Technology Ecosystem · Oversee strategy, governance and continuous improvement of learning – specific platforms (LMS/LXP, digital learning tools, cohort-based platforms) to deliver scalable, impactful learning experiences. · Partner on the learning platform operations in collaboration with HR Enablement and Technology teams including configuration, user and access management, catalog and content curation, and vendor management. · Partner with HR Enablement and Technology teams to set the learning platform roadmap, enable integrations, data flows, and user experience. Learning Operations and Governance · Design and continuously improve end-to-end learning operations processes (intake, prioritization, project management, scheduling, communications, evaluation, reporting) to drive efficiency, quality, and business impact. · Manage budget planning and investment optimization across learning technology, content, vendors, and delivery resources, identifying opportunities for cost-to-value tradeoffs and reinvestment. · Manage and optimize day-to-day learning operations, including program logistics, team coordination, stakeholder communications, budget oversight, and performance measurement. · Lead enterprise Learning Community of Practice and support the initiation of Learning Advisory Council to ensure business alignment and drive adoption. Data, Measurement, and Insights · Define learning and capability of metrics, dashboards, and reporting to demonstrate impact on performance, capability, and business outcomes. · Use data-driven insights and KPIs to report on learning impact, operational efficiency, and business outcomes; drive analytics-based decision making for continuous improvement, prioritization, investment decisions, and capability tradeoffs · Partner with analytics teams to create and enable enterprise dashboards. · Provide regular insights and recommendations to stakeholders on learning performance, platform adoption, and skills of progress. About Land O'Lakes, Inc. Join us and be part of a Fortune 250, farmer- and member-owned cooperative that is reimagining the business of food. We have been named a Top Workplace by Indeed and LinkedIn, and to the TIME 100 Most Influential Companies list. We provide a broad portfolio of benefits to keep you and your family at your best. Land O'Lakes is Where Your Future Takes Root. Land O’Lakes and our global entities support diversity in employment practices. Neither Land O’Lakes, nor its affiliates or search firms, will ever contact you and ask for confidential information over the phone or in email. If you receive a call or email like this, please do not provide the information being requested. If you need to submit a reasonable accommodation request to complete the employment application process, please call the HR Solution Center at 844-LOL-HR4U (844-565-4748) M-F 8:00am-4:30pm CT.

Requirements

Bachelor’s degree in education, Human Resources, Organizational Development, Learning Sciences, Business, or a related field; Master's degree preferred. Related experience in lieu of degree may be considered.
Minimum of 8 years of experience in learning and development, talent management or human resources with significant experience in learning technologies and operations strongly preferred.
Prior team leadership experience required
Demonstrated expertise in learning technologies, learning operations or implementing skills frameworks required
Strong strategic thinking and planning skills.
Excellent communication and interpersonal skills.
Ability to collaborate effectively with stakeholders across a matrixed organization.
Continuous improvement mindset
Exceptional project management skills with experience managing external vendors.
Ability to operate across ambiguity, manage complexity, and identify tradeoffs.
Learning Operations
Skills frameworks implementation
Leadership and Talent Development
People Leadership
Strategic planning
Stakeholder engagement
Data analysis and continuous improvement
Collaboration and teamwork

Nice To Haves

Prior experience in enterprise skills strategies preferred

Responsibilities

Support the development and rollout of the organizational skills strategy, including skills operating model, capability mapping, and enterprise skill-building initiatives aligned to business priorities.
Build effective partnerships with HR, business leaders, vendors, and external stakeholders to deliver enterprise-wide capability intelligence and solutions.
Partner with HR, Talent Management, and business leaders to define and maintain skills and capability models and governance that support current and future business strategy, and balance enterprise standards with business unit needs.
Use capability intelligence data to identify gaps, prioritize learning investments, and inform workforce planning and career pathways.
Oversee strategy, governance and continuous improvement of learning – specific platforms (LMS/LXP, digital learning tools, cohort-based platforms) to deliver scalable, impactful learning experiences.
Partner on the learning platform operations in collaboration with HR Enablement and Technology teams including configuration, user and access management, catalog and content curation, and vendor management.
Partner with HR Enablement and Technology teams to set the learning platform roadmap, enable integrations, data flows, and user experience.
Design and continuously improve end-to-end learning operations processes (intake, prioritization, project management, scheduling, communications, evaluation, reporting) to drive efficiency, quality, and business impact.
Manage budget planning and investment optimization across learning technology, content, vendors, and delivery resources, identifying opportunities for cost-to-value tradeoffs and reinvestment.
Manage and optimize day-to-day learning operations, including program logistics, team coordination, stakeholder communications, budget oversight, and performance measurement.
Lead enterprise Learning Community of Practice and support the initiation of Learning Advisory Council to ensure business alignment and drive adoption.
Define learning and capability of metrics, dashboards, and reporting to demonstrate impact on performance, capability, and business outcomes.
Use data-driven insights and KPIs to report on learning impact, operational efficiency, and business outcomes; drive analytics-based decision making for continuous improvement, prioritization, investment decisions, and capability tradeoffs
Partner with analytics teams to create and enable enterprise dashboards.
Provide regular insights and recommendations to stakeholders on learning performance, platform adoption, and skills of progress.