Sr. Manager, Learning & Development

LEO Events•Nashville, 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 and maintains a phased learning roadmap and annual learning calendar, leads LMS implementation and administration, coordinates required training, manages the approved learning budget and vendors, and uses feedback and data to assess and improve programs. It establishes competency frameworks and connects expectations to learning resources, development goals, and practical experiences. It also designs companywide learning and leadership development, supports supervisors and subject matter experts in teaching and coaching, owns the learning strategy for employees’ first six months, and helps make approved procedures and learning resources accessible. The role is primarily office-based, with periodic travel for onsite learning and employee development. Physical demands vary with office, travel, and program assignments and may include extended sitting and computer work, standing or walking for extended periods, navigating large venues, working extended or irregular hours, and lifting or carrying items weighing up to 25 pounds. Onsite conditions may include varying temperatures, noise levels, crowds, and indoor or outdoor environments. Employees must be able to perform the essential functions, with or without reasonable accommodation.

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.

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; use feedback and data to assess effectiveness and improve programs.
Establish a common competency framework and partner with Department Heads to define 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, 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.