Senior Manager, Learning and Organizational Development

Simpson Strong-Tie•Pleasanton, CA

1d•Hybrid

About The Position

The Senior Manager, Learning & Organizational Development (L&OD) is a strategic leader responsible for designing, delivering, and continuously improving enterprise-wide employee and leadership development strategies and initiatives that drive business performance in a global manufacturing environment. This role oversees professional employee and leadership development, high-potential development, self-directed learning, instructional design, and training operations. This leader partners closely with business leaders, HR Business Partners (HRBPs) and other functional training leaders to ensure L&OD initiatives and programs are impactful, scalable, culturally relevant, and aligned to operational and business priorities globally. This role will design, build and lead a centralized shared services team that will provide training operations support (instructional design, training measurement, training documentation, etc.) to two additional training teams (Sales and Operations) and partner closely with these teams to build, deploy and evaluate scalable, data-driven, and high-impact development solutions that strengthen organizational capability and culture. This role reports to the Director, Learning & Organizational Development and is a key member of the enterprise Learning Center of Excellence (COE) leadership team.

Requirements

Bachelor’s degree required.
Minimum of 8+ years of progressive experience in learning & development, organizational development, or talent development
5+ years in a leadership role managing teams and enterprise-wide L&OD initiatives
3+ years instructional design leadership and team management
Experience operating in a global manufacturing organization, with responsibility for multi-region or multi-country learning strategies
Experience building or maturing a global leadership development framework
Proven track record designing and scaling leadership and high-potential development programs, including frontline leadership development programs in manufacturing settings
Experience managing RFPs, global vendors and external partners and budgets
Strong people leadership capability, including coaching and development of staff, advanced talent development capabilities and builder of high-performance teams.
Strategic thinker and future-focused visionary with a strong bias for action and results; balancing stakeholder engagement and change management considerations.
Strong stakeholder influence and management and cross-cultural communication skills at all levels of an organization.
Deep understanding of manufacturing operations and frontline leadership challenges.
Ability to “meet an organization where they are at” and design solutions that move the organizational maturity forward in a way and pace that the organization accepts and culturally embraces.
Expertise in instructional design and adult learning principles for frontline and operational audiences.
Strong leadership and team management experience in a global/shared services model.
Data-driven mindset with experience in measurement and analytics.
Operational rigor with a focus on standardization, scalability, and continuous improvement.

Nice To Haves

Master’s degree in Organizational Development, Human Resources, Business, or related field preferred.

Responsibilities

Build a globally consistent, yet locally adaptable, leadership development framework that supports talent pipeline and leadership development needs.
Align employee and leadership development with succession planning and performance management processes.
Design, scale and manage leadership development content, workshops and programs across leadership segments (emerging, frontline, mid-level and senior leadership).
Drive employee development strategies that support career growth, skill building and internal mobility.
Ensure offerings are flexible, scalable, guided and aligned to critical business capabilities.
Design blended and persona-based learning journeys aligned to development priorities that guide employees and managers through internal development frameworks.
Embed modern learning approaches (e.g.: blended/flipped classrooms, experiential learning, cohort-based programs, learning marketplaces) and leverage technology (AI, simulations, gamification, digital coaching and mentorship) to deliver impactful learning solutions at scale.
Partner with HRBPs and business leaders to align expectations, define program success measures and ensure programs support the most critical enterprise talent priorities.
Define and execute a multi-year L&OD strategy and roadmap aligned to global business priorities and workforce needs.
Build a cohesive, enterprise-wide learning architecture that integrates self-directed, professional and leadership development.
Partner with business, operations and HR leadership to conduct learning needs assessments, identify critical capability gaps (current and future-state) and translate business requirements into clear learning objectives, program outcomes and measures of success.
Establish governance, standards, and scalable models across regions and branch manufacturing sites.
Serve as a credible and trusted advisor to senior management and HR Business Partners (HRBPs) on talent and organizational development priorities.
Lead a centralized, shared services team, including: Instructional designers, Data/analytics specialists, Training coordination, documentation and standard work support.
Build standard and scalable processes for intake, prioritization, and delivery.
Ensure operational excellence, efficiency, and high-quality service delivery.
Develop and manage department budget and spend.
Manage global vendors, learning partners, and content providers.
Evaluate and select partners based on global scalability, cultural relevance, and cost-effectiveness.
Negotiate contracts and manage performance against defined outcomes and ROI.
Optimize global vendor strategy, while accommodating regional needs.
Define and implement a learning measurement strategy, including: Participation and engagement, Learning effectiveness and skill/capability building, Behavior changes in employees/ leaders, Business impact.
Build dashboards and reporting for key stakeholders.
Leverage data to drive continuous improvement and demonstrate ROI.
Design and manage a self-directed learning strategy and governance to support professional and leadership development priorities.
Establish standards and processes for content quality and vendor selection and management.
Oversee LMS/LXP strategy for professional and leadership development, ensuring accessibility and relevance across geographies and languages.
Design, curate and promote learning journeys for key roles and critical skills.
Build scalable, global self-directed learning pathways supporting technical, professional, and leadership skills.
Promote a culture of continuous learning and development across the global workforce.