Sr. Manager - L&D, Hospitality

Kohler Co.•Kohler, WI

7d•$128,950 - $200,550•Onsite

About The Position

This role is a critical leadership position responsible for advancing enterprise learning capability across Kohler Hospitality. As Senior Manager of Learning & Development, you will design and execute scalable, business-aligned learning strategies that elevate frontline and leadership capability while directly impacting operational performance. The role requires strong integration across Talent COEs, leveraging enterprise frameworks while tailoring solutions to the unique needs of Hospitality operations. Success in this role is defined by the ability to translate business priorities into clear learning roadmaps, drive disciplined execution, and continuously iterate to improve impact at pace. This leader will also ensure alignment with evolving expectations around digital learning, LMS optimization, and data-driven decision-making, while building modern, high-impact learning experiences that scale globally.

Requirements

Bachelor’s degree preferred
7+ years of progressive leadership experience in Learning & Development, Talent, or related field; Hospitality or frontline-intensive environment strongly preferred
Demonstrated ability to design and execute enterprise-level L&D strategies and programs
Strong expertise in program management, roadmap development, and execution discipline
Experience advancing digital learning strategies and leveraging LMS platforms
Proven ability to translate complex business needs into scalable learning solutions
Strong business acumen with the ability to connect learning outcomes to operational performance
Exceptional stakeholder influence, communication, and relationship-building skills
Ability to operate with speed, navigate ambiguity, and drive results in a dynamic environment
Willingness for occasional domestic and international travel
Applicants must be authorized to work in the US without requiring sponsorship now or in the future.

Responsibilities

Define and execute a multi-year L&D strategy aligned to Hospitality business priorities and enterprise Talent frameworks
Partner across Talent COEs (Talent Management, TA, HRBPs) to ensure integrated, seamless capability building across the associate lifecycle
Translate enterprise priorities into clear Hospitality learning roadmaps, including sequencing, prioritization, and measurable outcomes
Drive disciplined program execution, including roadmap governance, milestone tracking, and outcome measurement
Accelerate speed-to-execution and iteration by embedding agile learning design and rapid feedback loops
Ensure consistent application of enterprise learning standards while adapting to frontline operational realities
Design and deploy modern, blended learning experiences (digital, on-the-job, instructor-led) that enhance capability and performance
Lead advancement of digital learning platforms, including LMS optimization and integration into daily workflows
Apply data and insights to continuously refine learning experiences and improve effectiveness
Partner with Hospitality leadership to diagnose critical skill gaps and deliver scalable solutions across frontline and leadership populations
Leverage analytics and business performance data to measure impact and inform prioritization
Build capability frameworks that support both immediate performance needs and long-term talent development
Lead, coach, and develop a high-performing L&D team aligned to future-state capabilities
Establish clear expectations, accountability, and development pathways for team members
Foster a culture of ownership, agility, and continuous improvement
Own L&D budget strategy, ensuring investments align to highest-value business priorities
Manage and optimize external vendor partnerships to deliver high-impact, cost-effective solutions
Strengthen governance and accountability across L&D investments and outcomes