Sr. Manager, Learning & Development

LEO Events•Memphis, TN

About The Position

The Sr. Manager, Learning & Development leads the systems, programs, and partnerships that help LEO employees build skills, strengthen performance, and grow throughout their careers. Working with People & Process, Department Heads, supervisors, and program leads, this role develops LEO’s learning roadmap, manages learning technology and required training, strengthens onboarding and leadership development, and establishes consistent competency and career progression frameworks. The role equips internal experts and external partners to deliver practical learning grounded in LEO’s business. The position develops the learning roadmap and calendar; leads LMS implementation and administration; coordinates required training; manages the approved learning budget and external vendors; and uses feedback and data to assess and improve programs. It establishes competency expectations and career-development tools, creates cross-functional learning opportunities, and designs companywide and leadership-development programs. The role owns the learning strategy for employees’ first six months, partners with People on onboarding coordination and supervisors on role-specific development, and works with process and department experts to turn approved SOPs into training and accessible resources. The position is primarily office-based, with periodic travel for onsite learning and employee development. Physical demands may vary with office, travel, and program assignments and may include extended sitting and computer work, standing or walking, irregular or extended hours, and carrying items up to 25 pounds. Employees remain responsible for learning participation and follow-through; supervisors and program leads own coaching and teaching the work; department leadership owns technical expectations, performance management, and promotion decisions.

Requirements

Significant experience in learning and development, talent development, organizational development, HR, or a related field.
Demonstrated ability to develop learning programs, competency frameworks, and practical employee resources.
Experience implementing or administering an LMS or comparable learning platform.
Strong facilitation, communication, consulting, and project management skills.
Ability to translate complex knowledge into clear instruction and use feedback and data to improve learning.
Curiosity about LEO’s business and willingness to travel periodically for onsite learning and employee development.
Ability to perform the essential functions of the position, with or without reasonable accommodation.
Strategic planning and prioritization: builds realistic plans and balances development needs with business priorities and available resources.
Learning design and facilitation: creates engaging learning with clear objectives and practical application.
Consulting and judgment: identifies underlying needs and determines when training or another solution is appropriate.
Collaboration and influence: builds partnerships, clarifies ownership, and gains commitment across departments.
Project management and accountability: coordinates stakeholders, addresses barriers, and follows through on milestones.
Communication and knowledge translation: makes complex information clear and relevant to different audiences.
Learning technology and measurement: uses systems and data to manage learning and assess its effectiveness.
Business acumen and adaptability: understands LEO’s operating demands and adjusts development solutions as needs change.

Responsibilities

Develop and maintain a phased learning and development roadmap and annual learning calendar aligned with business priorities and employee needs.
Lead LMS implementation, launch, and administration, including learning assignments, employee access, completion tracking, and reporting.
Partner with People to coordinate required training, maintain completion records, and follow up on outstanding requirements.
Manage the approved learning budget and external vendors, and use feedback and data to assess effectiveness and improve programs.
Establish a common competency framework with Department Heads, including role-specific skills, observable behaviors, and proficiency expectations at each job level.
Connect competency expectations to learning resources, development goals, and practical experiences.
Develop cross-functional learning opportunities, including department immersions, shadowing, onsite learning, and stretch assignments, in partnership with Systems & Development and department leadership.
Create consistent tools for developmental feedback, checkpoints, and tracking skill progression.
Design and deliver companywide learning through workshops, presentations, digital resources, and experiential learning.
Build structured development programs for new and experienced leaders aligned with LEO’s People Leader Expectations.
Equip supervisors and program leads with practical tools for coaching, feedback, accountability, and employee development.
Help subject matter experts translate their knowledge into effective instruction and engage external experts when specialized support is needed.
Own the learning strategy for employees’ first six months, partnering with People on coordination and supervisors on role-specific development.
Establish quarterly department sessions for new hires to build business knowledge and cross-functional understanding.
Partner with Business Process Management and department experts to translate approved SOPs into training and accessible resources.
Support the intranet’s learning structure and coordinate with content owners to keep resources current.
Travel periodically for onsite learning and employee development.