{"schemaVersion":"jobsearcher.job.v1","id":"dad2a47917fa5a1e63bba547","url":"https://jobsearcher.com/jobs/dad2a47917fa5a1e63bba547","canonicalUrl":"https://jobsearcher.com/jobs/dad2a47917fa5a1e63bba547","title":"Manager, Learning & Development","description":"Role Purpose\n\nThis role leads the L&D team and the design of learning solutions that build leadership capability and workforce skills for current and future business needs. The Manager operates as a learning architect and performance consultant, ensuring that learning investment addresses real capability gaps, is embedded in the flow of work, and produces measurable business impact.\n\nKey Accountabilities\nLearning Needs Assessment & Performance Consulting\nLead structured needs assessments with business stakeholders and HRBPs to identify root causes of performance and capability gaps before designing solutions.\nDistinguish learning needs from issues related to expectations, process, motivation, or organization design and recommend the appropriate response.\nMaintain a regular business-partnership cadence to anticipate evolving capability needs.\nLeadership & Enterprise Capability Development\nOwn the leadership development framework, Manager Essentials, and leadership journeys, with emphasis on practical application and measurable outcomes.\nAdapt enterprise learning, upskilling, onboarding, and assimilation priorities to business needs and available capacity.\nOversee the full learning lifecycle across blended, digital, social, on-the-job, and instructor-led approaches.\nSkills, Career Pathways & Targeted Development\nPartner on the design and evolution of the skills taxonomy, connecting roles, career pathways, learning content, credentials, and work experiences.\nEnsure employees can see how learning and development opportunities support career progression.\nLearning Technology, Portfolio & Vendor Management\nOversee LMS governance, learning standards, content accessibility, and portfolio quality; retire outdated content and address platform or delivery issues.\nManage external content providers and training vendors, including delivery quality and value.\nChampion AI-enabled and flow-of-work learning solutions by testing new platforms, modalities, and delivery models.\nImpact Measurement & Reporting\nDefine success measures before program launch and track participation, capability improvement, behavior application, and business impact.\nUse learning analytics and stakeholder feedback to improve the portfolio and communicate the value of L&D investment in business terms.\nPeople Leadership & Cross-COE Partnership\nSet team objectives, coach performance and professional growth, and build capability within the L&D team.\nAllocate work and adjust priorities based on business needs, capacity, and service requirements.\nPartner with HRBPs, Talent, Performance & Culture, and Functional Learning teams to embed learning in business and talent priorities.\n\nWhat Success Looks Like in This Role\nLearning priorities are clearly connected to business, leadership, and workforce capability needs.\nStakeholders view L&D as a performance partner rather than a training order-taker.\nLeadership and learning solutions demonstrate application at work and measurable impact.\nThe learning portfolio and technology ecosystem are current, accessible, and actively used.\nSkills and career pathways are integrated with development opportunities.\nThe team delivers high-quality work, manages capacity effectively, and grows its capability.\n\nRequired Experience\n7+ years of progressive experience in HR, learning & development, talent management, organizational development, or a related people function.\nDemonstrated experience designing, delivering, or managing development programs, whether as a dedicated L&D professional or as part of a broader HR, HRBP, or talent role.\nProven ability to consult with business leaders, diagnose capability or performance gaps, and translate them into practical solutions.\nExperience leading people or managing a team, project team, or significant cross-functional initiative.\nTrack record of using data and stakeholder feedback to measure program effectiveness and drive continuous improvement.\nBachelor's degree in Human Resources, Organizational Psychology, Education, Business, or a related field, or equivalent practical experience.\n\nPreferred Qualifications\nLeadership development experience, including manager programs, leadership journeys, or competency frameworks.\nHands-on experience with LMS/LXP platforms, digital learning tools, or AI-enabled learning solutions.\nExposure to skills taxonomies, career pathing, or talent and succession processes.\nExperience in a global, matrixed, or industrial/manufacturing environment.\nRelevant certifications (e.g., ATD/CPTD, SHRM, CIPD, coaching, or assessment certifications); not required.\n\nCandidates with broader HR backgrounds (e.g., HR Business Partner, Talent Management, or Organizational Development) who bring strong capability-building and consulting experience are encouraged to apply.","company":"Flowserve","rawCompany":"flowserve","city":"Irving","state":"TX","isRemote":false,"isActive":false,"createdAt":"2026-11-05T09:13:21.740Z","occupations":[{"code":"11-3131.00","title":"Training and Development Managers","slug":"training-and-development-managers"},{"code":"13-1151.00","title":"Training and Development Specialists","slug":"training-and-development-specialists"},{"code":"11-3121.00","title":"Human Resources Managers","slug":"human-resources-managers"}],"industries":[{"code":"611430","title":"Professional and Management Development Training","slug":"professional-and-management-development-training"},{"code":"541618","title":"Other Management Consulting Services","slug":"other-management-consulting-services"},{"code":"541611","title":"Administrative Management and General Management Consulting Services","slug":"administrative-management-and-general-management-consulting-services"}],"jobPosting":{"@context":"https://schema.org","@type":"JobPosting","title":"Manager, Learning & Development","description":"Role Purpose\n\nThis role leads the L&D team and the design of learning solutions that build leadership capability and workforce skills for current and future business needs. The Manager operates as a learning architect and performance consultant, ensuring that learning investment addresses real capability gaps, is embedded in the flow of work, and produces measurable business impact.\n\nKey Accountabilities\nLearning Needs Assessment & Performance Consulting\nLead structured needs assessments with business stakeholders and HRBPs to identify root causes of performance and capability gaps before designing solutions.\nDistinguish learning needs from issues related to expectations, process, motivation, or organization design and recommend the appropriate response.\nMaintain a regular business-partnership cadence to anticipate evolving capability needs.\nLeadership & Enterprise Capability Development\nOwn the leadership development framework, Manager Essentials, and leadership journeys, with emphasis on practical application and measurable outcomes.\nAdapt enterprise learning, upskilling, onboarding, and assimilation priorities to business needs and available capacity.\nOversee the full learning lifecycle across blended, digital, social, on-the-job, and instructor-led approaches.\nSkills, Career Pathways & Targeted Development\nPartner on the design and evolution of the skills taxonomy, connecting roles, career pathways, learning content, credentials, and work experiences.\nEnsure employees can see how learning and development opportunities support career progression.\nLearning Technology, Portfolio & Vendor Management\nOversee LMS governance, learning standards, content accessibility, and portfolio quality; retire outdated content and address platform or delivery issues.\nManage external content providers and training vendors, including delivery quality and value.\nChampion AI-enabled and flow-of-work learning solutions by testing new platforms, modalities, and delivery models.\nImpact Measurement & Reporting\nDefine success measures before program launch and track participation, capability improvement, behavior application, and business impact.\nUse learning analytics and stakeholder feedback to improve the portfolio and communicate the value of L&D investment in business terms.\nPeople Leadership & Cross-COE Partnership\nSet team objectives, coach performance and professional growth, and build capability within the L&D team.\nAllocate work and adjust priorities based on business needs, capacity, and service requirements.\nPartner with HRBPs, Talent, Performance & Culture, and Functional Learning teams to embed learning in business and talent priorities.\n\nWhat Success Looks Like in This Role\nLearning priorities are clearly connected to business, leadership, and workforce capability needs.\nStakeholders view L&D as a performance partner rather than a training order-taker.\nLeadership and learning solutions demonstrate application at work and measurable impact.\nThe learning portfolio and technology ecosystem are current, accessible, and actively used.\nSkills and career pathways are integrated with development opportunities.\nThe team delivers high-quality work, manages capacity effectively, and grows its capability.\n\nRequired Experience\n7+ years of progressive experience in HR, learning & development, talent management, organizational development, or a related people function.\nDemonstrated experience designing, delivering, or managing development programs, whether as a dedicated L&D professional or as part of a broader HR, HRBP, or talent role.\nProven ability to consult with business leaders, diagnose capability or performance gaps, and translate them into practical solutions.\nExperience leading people or managing a team, project team, or significant cross-functional initiative.\nTrack record of using data and stakeholder feedback to measure program effectiveness and drive continuous improvement.\nBachelor's degree in Human Resources, Organizational Psychology, Education, Business, or a related field, or equivalent practical experience.\n\nPreferred Qualifications\nLeadership development experience, including manager programs, leadership journeys, or competency frameworks.\nHands-on experience with LMS/LXP platforms, digital learning tools, or AI-enabled learning solutions.\nExposure to skills taxonomies, career pathing, or talent and succession processes.\nExperience in a global, matrixed, or industrial/manufacturing environment.\nRelevant certifications (e.g., ATD/CPTD, SHRM, CIPD, coaching, or assessment certifications); not required.\n\nCandidates with broader HR backgrounds (e.g., HR Business Partner, Talent Management, or Organizational Development) who bring strong capability-building and consulting experience are encouraged to apply.","datePosted":"2026-11-05T09:13:21.740Z","dateModified":"2026-11-05T09:13:21.740Z","hiringOrganization":{"@type":"Organization","name":"Flowserve","sameAs":"https://jobsearcher.com"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Irving","addressRegion":"TX","addressCountry":"US"}},"identifier":{"@type":"PropertyValue","name":"JobSearcher","value":"dad2a47917fa5a1e63bba547"},"url":"https://jobsearcher.com/jobs/dad2a47917fa5a1e63bba547"}}