USASenior Manager, Learning & Development
2 нед. назад
USASenior
Senior Manager responsible for designing and delivering manager development programs to grow leadership skills and build strong teams.
Обязанности
- At , our mission is to entertain and connect generations of fans through the wonder of storytelling and the exhilaration of play. We’re looking for adventurous and curious people who want to explore, experiment, and innovate—and our century-long culture of creativity is proof that the best is still ahead.
- As our Senior Manager of Learning & Development, you will be a core builder and practitioner within ’s growing L&D function. Reporting to the Director of Learning & Development, your primary focus will be designing and delivering best-in-class manager development programs, helping ’s people leaders grow their skills, lead with confidence, and build strong, engaged teams.
- This role owns manager development end to end, from designing the core curriculum to delivering it and measuring its impact. That said, we're a lean team, so this person also needs to be comfortable wearing multiple hats and jumping in wherever the team needs support most, whether that's an IC program in a pinch or a VP-level session that needs a fast turnaround. If you love owning a program from start to finish and also thrive in a fast-moving, build-as-you-go environment, this role was made for you.
- This position will be onsite Tuesday–Thursday at ’s new HQ in Boston, MA or at ’s Renton, WA office.
Другое
- We take play seriously. We’re looking for curious adventurers ready to find their party, fueled by imagination and drive to build what’s never been built before. At and Wizards of the Coast, you’ll collaborate with passionate teams to reimagine our iconic brands and create experiences that spark joy, connection, and community through the magic of play. This is your chance to shape legendary play that lasts a lifetime.
- Lead Manager & Leadership Development
- Own the design, development, and facilitation of high-quality learning programs for people managers, spanning manager foundations, feedback and coaching skills, team effectiveness, and leadership essentials, using cohort-based and blended formats that drive real behavior change and equip managers to lead through complexity.
- Stay close to the needs of the manager population through listening sessions, stakeholder partnerships, and data, continuously refining programs based on what’s working and what’s not.
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- Design & Deliver Across the Full Learning Spectrum
- Develop engaging learning content in a variety of formats: facilitated sessions, digital modules, toolkits, job aids, and self-paced resources.
- Partner with the Director of L&D to prioritize, scope, and execute on the broader L&D roadmap, jumping in where capacity and expertise are needed most.
- Bring a scrappy, resourceful approach to building—able to create high-quality learning experiences efficiently, even with lean resources or tight timelines.
- Consult & Partner Across the Business
- Build trusted relationships with HR Business Partners and functional leaders to understand development needs and co-create targeted, practical solutions.
- Conduct needs assessments and translate business challenges into learning experiences that are grounded, behavior-focused, and measurable.
- Serve as an internal advisor on people manager capability, supporting the manager population through key moments such as performance conversations, feedback delivery, and team dynamics.
- Facilitate with Confidence
- Lead engaging in-person and virtual sessions for a wide range of audiences, from frontline managers to senior leaders and large cross-functional groups.
- Model the behaviors and mindsets we’re asking others to develop, showing up with curiosity, candor, and a genuine commitment to people’s growth.
- Measure & Iterate
- Define success metrics for programs and assess impact through participant feedback, manager input, and business outcome data.
- Communicate program results clearly to stakeholders and use insights to continuously improve.
- 7–10+ years of experience in Learning & Development, Organizational Development, or a related HR function, with deep expertise in manager and leadership development.
- A proven track record of designing and delivering programs that drive measurable behavior change across all levels of an organization, from ICs to VPs.
- A scrappy, resourceful builder’s mindset, who is energized by figuring things out, moving quickly, and delivering quality work in a lean, fast-moving environment.
- Strong facilitation skills with confidence leading sessions for diverse audiences, including senior leaders and large groups.
- Solid instructional design capabilities across blended formats, virtual, in-person, digital, and self-paced.
- A collaborative, consultative style with the ability to navigate a matrixed organization and influence without authority.
- Strong project management instincts, able to juggle multiple workstreams and shifting priorities without losing quality or momentum.
- Data fluency, able to define success, assess impact, and use insights to adapt and improve.
- Bonus if you have:
- Coaching certification or equivalent facilitation training.
- Assessment certifications (Discovery Insights, Hogan, etc)
- Familiarity with AI-enhanced learning tools and LMS/LXP platforms.
- ’s managers are the connective tissue of our culture. When they lead well, teams thrive and our people grow, stay, and do their best work. As the Senior Manager of L&D, you’ll be the person who helps make that happen.
- But you’ll also be something rarer: a full-spectrum L&D practitioner who can move across the function with confidence and curiosity, contributing wherever the work calls for it. If you’re an L&D professional who loves the craft, thrives on variety, and wants to build something lasting at a company with 100 years of creativity behind it, we’d love to meet you.
- The pay transparency range for this role is listed below. The hiring range will vary based on factors such as experience, skills, location and market conditions. Additionally, employees may be eligible for annual and long-term incentives as part of their overall compensation package.
- Employees may be eligible for annual and long-term incentives as part of their overall compensation package, depending on role, location, and eligibility. Benefits and programs may include:
- Health & Wellness
- Time Off to Recharge
- Financial Well-being
- Life & Family Support
- Volunteer and Community Initiatives
- Learning & Development
- Exclusive Perks
- Please review our Applicant Privacy Notice to learn how we collect, use, and protect your personal information in connection with the application process.
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