Senior Manager, Learning & Development

Hasbro

1d•$118,600 - $177,900•Onsite

About The Position

At Hasbro, our mission is to entertain and connect generations of fans through the wonder of storytelling and the exhilaration of play. We’re looking for adventurous and curious people who want to explore, experiment, and innovate—and our century-long culture of creativity is proof that the best is still ahead. As our Senior Manager of Learning & Development, you will be a core builder and practitioner within Hasbro’s growing L&D function. Reporting to the Director of Learning & Development, your primary focus will be designing and delivering best-in-class manager development programs, helping Hasbro’s people leaders grow their skills, lead with confidence, and build strong, engaged teams. This role owns manager development end to end, from designing the core curriculum to delivering it and measuring its impact. That said, we're a lean team, so this person also needs to be comfortable wearing multiple hats and jumping in wherever the team needs support most, whether that's an IC program in a pinch or a VP-level session that needs a fast turnaround. If you love owning a program from start to finish and also thrive in a fast-moving, build-as-you-go environment, this role was made for you. This position will be onsite Tuesday–Thursday at Hasbro’s new HQ in Boston, MA or at Hasbro’s Renton, WA office.

Requirements

7–10+ years of experience in Learning & Development, Organizational Development, or a related HR function, with deep expertise in manager and leadership development.
A proven track record of designing and delivering programs that drive measurable behavior change across all levels of an organization, from ICs to VPs.
A scrappy, resourceful builder’s mindset, who is energized by figuring things out, moving quickly, and delivering quality work in a lean, fast-moving environment.
Strong facilitation skills with confidence leading sessions for diverse audiences, including senior leaders and large groups.
Solid instructional design capabilities across blended formats, virtual, in-person, digital, and self-paced.
A collaborative, consultative style with the ability to navigate a matrixed organization and influence without authority.
Strong project management instincts, able to juggle multiple workstreams and shifting priorities without losing quality or momentum.
Data fluency, able to define success, assess impact, and use insights to adapt and improve.

Nice To Haves

Coaching certification or equivalent facilitation training.
Assessment certifications (Discovery Insights, Hogan, etc)
Familiarity with AI-enhanced learning tools and LMS/LXP platforms.

Responsibilities

Lead Manager & Leadership Development: Own the design, development, and facilitation of high-quality learning programs for people managers, spanning manager foundations, feedback and coaching skills, team effectiveness, and leadership essentials, using cohort-based and blended formats that drive real behavior change and equip managers to lead through complexity.
Stay close to the needs of the manager population through listening sessions, stakeholder partnerships, and data, continuously refining programs based on what’s working and what’s not.
Design & Deliver Across the Full Learning Spectrum: Develop engaging learning content in a variety of formats: facilitated sessions, digital modules, toolkits, job aids, and self-paced resources.
Partner with the Director of L&D to prioritize, scope, and execute on the broader L&D roadmap, jumping in where capacity and expertise are needed most.
Bring a scrappy, resourceful approach to building—able to create high-quality learning experiences efficiently, even with lean resources or tight timelines.
Consult & Partner Across the Business: Build trusted relationships with HR Business Partners and functional leaders to understand development needs and co-create targeted, practical solutions.
Conduct needs assessments and translate business challenges into learning experiences that are grounded, behavior-focused, and measurable.
Serve as an internal advisor on people manager capability, supporting the manager population through key moments such as performance conversations, feedback delivery, and team dynamics.
Facilitate with Confidence: Lead engaging in-person and virtual sessions for a wide range of audiences, from frontline managers to senior leaders and large cross-functional groups.
Model the behaviors and mindsets we’re asking others to develop, showing up with curiosity, candor, and a genuine commitment to people’s growth.
Measure & Iterate: Define success metrics for programs and assess impact through participant feedback, manager input, and business outcome data.
Communicate program results clearly to stakeholders and use insights to continuously improve.