Sr. Manager, Learning & Development

Description

Position Summary:

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. This role equips internal experts and external partners to

deliver practical learning grounded in LEO’s business.

Key Responsibilities

Learning Strategy & Systems

• 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 and use feedback and data

to assess effectiveness and improve programs.

Competencies & Career Development

• 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 in partnership with Systems &

Development and department leadership.

• Create consistent tools for developmental feedback, checkpoints, and tracking skill

progression.

Learning Programs & Leadership Development

• Design and deliver engaging 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.

Onboarding & Knowledge Access

• 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.

Employees remain responsible for participation and follow-through. Supervisors and program

leads own coaching and teaching the work. Department leadership owns technical expectations,

performance management, and promotion decisions.

Qualifications

• 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.

Competencies

• Strategic Planning & Prioritization: Builds realistic plans and balances development needs

with business priorities and available resources.

• Learning Design & Facilitation: Creates engaging learning with clear objectives and

practical application.

• Consulting & Judgment: Identifies underlying needs and determines when training or

another solution is appropriate.

• Collaboration & Influence: Builds partnerships, clarifies ownership, and gains

commitment across departments.

• Project Management & Accountability: Coordinates stakeholders, addresses barriers, and

follows through on milestones.

• Communication & Knowledge Translation: Makes complex information clear and relevant

to different audiences.

• Learning Technology & Measurement: Uses systems and data to manage learning and

assess its effectiveness.

• Business Acumen & Adaptability: Understands LEO’s operating demands and adjusts

development solutions as needs change.

Physical Requirements and Work Environment

The physical demands and work environment of this position vary depending on office, travel,

and program assignments.

This position is primarily office-based and may require extended periods of sitting and computer

work. Occasional onsite program responsibilities may involve 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.

The employee must be able to perform the essential functions of the position, with or without

reasonable accommodation.

Company Summary

LEO Events is an award-winning, people-first experiential agency and part of the Hoffmann

Family of Companies. Since our formation in 2012, we've built a reputation for delivering bold

ideas, exceptional quality, and measurable value, shaping some of the industry's most

successful experiences for the biggest brands in business.