Team Manager, Learning and Development, Ford Energy

Ford•Glendale, KY

1d•Onsite

About The Position

Ford Energy is a newly formed, wholly owned subsidiary of Ford Motor Company dedicated to accelerating U.S. energy independence. Leveraging Ford’s century of manufacturing excellence and world-class battery energy storage systems (BESS) technology, Ford Energy designs, manufactures, and services grid-scale and commercial DC battery energy storage systems (BESS). Ford Energy is uniquely positioned to capture the growing demand for reliable, US-built energy storage systems. We are not just building batteries; we are building the infrastructure for the next generation of the American grid. Why Ford Energy? At Ford Energy, you have the backing of an industrial manufacturing powerhouse with the agility of a dedicated energy startup offering industry leading technology. We offer a competitive compensation package including performance-based bonuses, Ford vehicle discounts, and the opportunity to shape the energy strategy of one of the world's most iconic brands. In this position... The Learning & Development (L&D) Manager plays a pivotal role in fostering employee growth, enhancing skills, and aligning learning initiatives with organizational objectives. This position leads the design, delivery, and evaluation of comprehensive training programs to boost employee performance, engagement, retention, and overall business success.

Requirements

Bachelor’s degree in Human Resources, Education, Organizational Development, Business, or any other related discipline or commensurate work experience.
3 + years of experience successfully implementing LMS platforms and managing blended learning programs.
3+ years of progressive experience in learning and development, training management, or talent development roles.

Nice To Haves

Master's degree in Human Resources, Education, Organizational Development, Business, or any other related field.
3+ years of experience in a managerial capacity.
3+ years of experience working in a manufacturing environment.
Strong project management, budgeting, negotiation, and vendor management skills.
Excellent communication, stakeholder partnership, and change management abilities.

Responsibilities

Manage all site learning initiatives, overseeing the full lifecycle of on-site training programs to ensure they are timely, relevant, and effectively implemented across the location.
Manage 3rd party facilitated leadership training initiatives, including vendor selection, coordination, oversight of delivery, and evaluation of program effectiveness to develop strong leadership capabilities.
Manage and implement communication strategies so employees and leaders are aware of learning and development key initiatives, utilizing channels such as emails, intranet updates, newsletters, and targeted campaigns to promote participation and build excitement around L&D opportunities.
Assess training needs to drive training initiatives by partnering with cross-functional organizations (e.g., HR, department leaders, operations) to prioritize, develop, and deploy engaging, comprehensive, and blended learning curriculum—including instructor-led training, e-learning solutions, workshops, coaching, and other modalities—that enhance learner development, employee experience, and retention.
Lead the configuration and administration of a new Learning Management System (LMS), including system setup, user management, content uploading, reporting customization, compliance tracking, and ongoing optimization to support seamless learning access and data-driven insights.
Manage annual budgets and expenditures for L&D activities, developing cost-effective plans, tracking spending, forecasting needs, and ensuring fiscal responsibility while maximizing program impact.
Manage use agreements and scheduling with external training facility providers.
Manage a Team of 2 (GSR) Training and Development Leaders
Negotiate contracts & agreements with external vendors, training providers, and partners, including managing the expectations of the contracts to ensure agreed-upon services are delivered on time, within scope, and with high quality; monitor performance, resolve issues, and renew or adjust agreements as needed.
Develop and execute the overall L&D strategy and annual plan in alignment with business goals and talent development priorities.
Evaluate the effectiveness of training programs through metrics such as completion rates, knowledge retention, behavior change, employee feedback, and ROI, using insights to continuously improve offerings.
Collaborate with stakeholders to identify skill gaps, curate or create content, and ensure learning experiences are inclusive, engaging, and supportive of diversity, equity, and inclusion.
Foster a culture of continuous learning by promoting resources, mentoring opportunities, and career development pathways.
Stay current on emerging trends in learning technologies, adult learning principles, and best practices in L&D.