Training Manager, Strategic Initiatives & Enterprise Capability

James Hardie•Berwyn, IL

1d•$140,000 - $155,000•Hybrid

About The Position

The Training Manager, Strategic Initiatives and Enterprise Capability, plays a critical role in helping the organization implement, adopt, and sustain the processes, technologies, programs, and skills needed to support enterprise initiatives, business transformation, and priority capability-building needs. This role is responsible for developing integrated training, communication, and change strategies that prepare leaders, managers, and employees to work effectively within new programs and technologies and build knowledge and skills aligned to organizational priorities. Reporting to the Head of Learning and Development, this position will serve as a trusted partner to HR, business leaders, project teams, and cross-functional stakeholders. The Training Manager will apply structured learning practices, stakeholder engagement, communications planning, change strategies, and adoption measurement to help ensure strategic initiatives are implemented with minimal disruption and strong employee readiness, adoption, proficiency, and benefit realization.

Requirements

Bachelor’s degree in Human Resources, Adult Education, Business, Communications, Education, Industrial/Organizational Psychology, or a related field required.
7+ years of experience in organizational learning and development with a proven track record of leading training strategy and development for large-scale enterprise and strategic initiatives.
Demonstrated experience leading complex initiatives with multiple stakeholder groups and impacted employee populations. Comfortable working with cross-functional project teams, senior leaders, HR partners, communications teams, business stakeholders, and subject matter experts.
Experience developing training plans, change strategies, stakeholder assessments, impact analyses, readiness assessments, communications plans, and adoption metrics.
Excellent executive presence, facilitation, consulting, written communication, storytelling, and presentation skills, with the ability to translate complex change into clear and practical messages for varied audiences.
Ability to influence without authority, build trust with leaders and stakeholders, and navigate ambiguity in a fast-paced environment.
Strong project management skills, including the ability to manage timelines, deliverables, dependencies, risks, issues, and competing priorities across multiple initiatives.
Analytical mindset with experience using qualitative and quantitative data to assess readiness, measure training effectiveness, track adoption, identify gaps, and recommend course corrections.
Experience selecting, engaging, and managing vendors and partners, including evaluating capabilities, aligning scope, monitoring quality, and maintaining productive working relationships.
Proficiency with Microsoft Office applications and common collaboration, learning, survey, and project management tools.
Experience with learning management systems and authoring tools such as Articulate 360, Camtasia, Synthesia, Adobe Creative Cloud, or AI-enabled development tools.
Willingness to travel as needed and work effectively in a hybrid environment.

Responsibilities

Develop and lead integrated training strategies for enterprise initiatives, including organizational changes, process changes, technology implementations, operating model shifts, and other business transformation efforts.
Design, develop, deliver, and continuously improve blended training solutions, including instructor-led training, virtual learning, e-learning, job aids, toolkits, guides, manager talking points, and performance support resources.
Apply structured methods and tools to assess change impact, stakeholder needs, readiness, risks, resistance points, adoption barriers, and reinforcement requirements.
Partner with sponsors, senior leaders, people managers, HR Business Partners, project teams, communications teams, and subject matter experts to align training plans with business outcomes and implementation timelines.
Create stakeholder engagement and change communication strategies that build awareness, understanding, commitment, ownership, and clear action across impacted audiences.
Build and scale enterprise professional development experiences that translate James Hardie’s strategic priorities into practical learning journeys, capability-building solutions, and measurable business impact.
Equip leaders and people managers to sponsor change, communicate effectively, coach employees, manage resistance, and reinforce new behaviors or ways of working.
Integrate training, communications, and change activities into overall project plans, ensuring dependencies, milestones, resources, risks, and adoption requirements are visible and actively managed.
Monitor change readiness, training completion, employee feedback, adoption, proficiency, behavior change, and sustainment metrics; use insights to adjust plans and improve outcomes.
Facilitate workshops, working sessions, sponsor alignment meetings, manager briefings, training sessions, and post-implementation retrospectives as needed.
Support post-implementation reinforcement by identifying lessons learned, adoption gaps, process improvements, and ongoing capability-building needs.
Stay current on leading practices in adult learning, instructional design, employee communications, change management, adoption measurement, and workforce transformation.