Learning & Development Strategy Manager- Framingham, MA

Framingham, MA, United States (Remote) Job Description The Learning & Development Strategy Manager serves as a strategic partner to business leaders, stakeholders, and subject matter experts to identify learning needs, define training strategies, and support key business initiatives. This role is responsible for fostering a learning culture within assigned client groups and developing learning solutions that improve performance, support business outcomes, and build capability across US Retail. The L&D Strategy Manager supports one or more business units, including but not limited to Business Services, Print & Marketing, Tech Services, Merchandising, Field Operations, Human Resources and Retail Sales. In partnership with business leaders, this role helps define learning priorities, align training strategies to business objectives, and support a consistent sales, service, and operational training approach across US Retail. Working closely with Instructional Design, Facilitation, Leadership Development, HR Operations, Communications, Field Operations, and external partners, the L&D Manager leads the development and execution of learning roadmaps, curriculum plans, communication strategies, learning transfer plans, and performance support resources. This role partners with stakeholders and SMEs to design the complete learning experience, including business-relevant examples, scenarios, simulations, role plays, job aids, manager guides, assessments, and reinforcement activities. The L&D Manager ensures that each learning solution is aligned to business needs, delivered through the appropriate modality, and supported by a clear implementation and communication plan. The L&D Strategy Manager also works with the HR Operations/LMS team to ensure learning programs are deployed appropriately within the Learning Management System, assigned to the correct audiences and job codes, and tracked for completion, effectiveness, and business impact. This role is responsible for reporting on learning progress, transfer milestones, and, where applicable, business performance metrics tied to training initiatives. In addition, the L&D Strategy Manager ensures that performance support tools and resources are available to leaders and associates. This may include manager guides, coaching tools, reinforcement plans, best practice sharing, and resources that support adoption and behavior change after training. The L&D Strategy Manager may also serve as project lead, coach, advocate, and consultant for various learning and development initiatives, including hard skills training, soft skills training, leadership development, onboarding, certification programs, seminars, and short-term business projects. This role may supervise or provide direction to Instructional Designers, Facilitators, contractors, vendors, or project‑based learning resources. As the learning landscape continues to evolve, the L&D Strategy Manager is expected to stay current on training trends, learning technologies, vendor solutions, and emerging tools. This includes evaluating and applying AI‑enabled tools where appropriate to support needs analysis, content development, learning personalization, administrative efficiency, evaluation, reporting, and continuous improvement. Key Responsibilities and Deliverables: Learning Strategy and Business Partnership Partner with business leaders to understand priorities, performance gaps, and capability needs. Facilitate annual and ongoing L&D planning conversations with assigned business units. Define learning strategies that support business goals, key initiatives, and measurable outcomes. Serve as a trusted L&D consultant and indirect member of the supported business unit’s leadership team. Attend relevant staff meetings, planning sessions, and business reviews to stay aligned to evolving needs. Identify key behaviors, skills, and knowledge required to drive business performance. Translate business needs into clear learning objectives, roadmaps, and execution plans. Curriculum Design and Learning Execution Partner with Instructional Designers, Facilitators, SMEs, and business owners to design and implement learning solutions. Support the creation of customized curricula for specific roles, departments, job codes, or business initiatives. Ensure learning solutions incorporate adult learning principles, business‑relevant scenarios, practice opportunities, reinforcement, and measurable outcomes. Develop or guide the creation of tools such as simulations, role plays, assessments, discussion guides, job aids, manager reinforcement tools, and performance support resources. Ensure the delivery method matches the business need, learner audience, and desired outcome. Prioritize learning projects and resources in partnership with the broader L&D team. Learning Transfer, Adoption, and Measurement Create learning transfer strategies that support behavior change and application on the job. Partner with Communications, Field Operations, and business leaders to drive awareness, adoption, and engagement. Define success measures and partner with Operations and business stakeholders to track relevant performance metrics. Work with HR Operations/LMS teams to ensure training is assigned, deployed, tracked, and reported accurately. Report on training completion, learning milestones, adoption, and business impact where applicable. Use feedback, data, and business results to continuously improve learning programs. Innovation and Change Act as a champion for learning innovation, continuous improvement, and training adoption. Stay current on learning trends, technology, tools, and best practices. Evaluate and recommend new approaches to improve learning effectiveness and efficiency. Explore and apply AI tools where appropriate to support L&D tasks such as needs analysis, content creation, learner personalization, reporting, administration, and evaluation. Support change management efforts tied to new programs, tools, processes, and business initiatives. Stakeholder, Vendor, and Project Management Build strong relationships with internal stakeholders, business leaders, SMEs, and external partners. Manage complex, cross‑functional learning projects from intake through design, deployment, and measurement. Manage vendor relationships, contracts, and external learning partners as needed. Partner with external vendors for specialized learning needs, including instructional design, facilitation, video production, technology, or leadership development. Ensure projects are completed on time, within scope, and aligned to business expectations. People Leadership and Team Collaboration Provide coaching, direction, and support to Instructional Designers, Facilitators, contractors, or project resources as needed. Mentor and develop less experienced L&D team members. Collaborate with L&D peers to share best practices, align priorities, and improve consistency across learning programs. Promote a culture of feedback, continuous learning, collaboration, and performance improvement. Highlight and leverage top performer behaviors and best practices to support broader capability building. Essential Skills and Qualifications: 3+ years of experience in Learning & Development, training, instructional design, facilitation, needs analysis, or client consultation. Experience partnering with business leaders to identify learning needs and develop training solutions. Knowledge of adult learning principles, instructional design methodology, curriculum development, and learning evaluation. Strong project management, communication, consulting, and stakeholder management skills. Proficiency with Microsoft Office tools, including PowerPoint, Excel, Word, Outlook, Teams, and SharePoint. Experience with learning technologies, LMS platforms, and/or authoring tools such as Articulate 360, Adobe Captivate, Vyond, or similar tools. Knowledge of training industry trends, learning technology, and modern learning practices. Critical Skills: Business consulting and stakeholder management Project management Instructional design and curriculum development Adult learning theory and application Communication and change management Facilitation and coaching Relationship building and collaboration Critical thinking and problem solving Data analysis, reporting, and learning measurement LMS and learning technology knowledge Strategic planning and execution Innovation mindset and continuous improvement Ability to connect learning initiatives to business outcomes Preferred Skills and Qualifications: Business, Human Resources, Communications, Education, Instructional Design, or Learning & Development degree preferred. Experience supporting a multi‑unit retail, sales, operations, merchandising, or service environment. Experience developing learning strategies for complex, multi‑stakeholder business initiatives. Experience administering, deploying, or supporting LMS technology. Experience managing external learning vendors, contractors, or learning technology partners. Proven ability to influence and collaborate with senior‑level stakeholders. Experience mentoring, developing, or supervising team members or project resources. Experience applying AI‑enabled tools or emerging technology within the learning and development function. 5–7 years of progressive experience in Learning & Development, training, business consultation, or a related field preferred. Bonus plan and generous amount of paid time off, including one Floating Holiday each year 401(k) plan with company match, medical, dental, vision, life and disability insurance with many more optional benefits Associate store discount and more perks (discounts on mobile plans, movie tickets, etc.) The salary range represents the expected compensation for this role at the time of posting. The specific base pay may be influenced by a variety of factors to include the candidate's experience, skill set, education, geography, business considerations, and internal equity. In addition to base pay, this role may be eligible for bonuses, or other forms of variable compensation. Staples is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, age, national origin, protected veteran status, disability, or any other basis protected by federal, state, or local law. Staples is committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please call View phone number on click.appcast.io for more information. Qualified applications with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act; as well as with any other state and local Fair Chance Ordinance/Act regulations. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. #J-18808-Ljbffr Bureauengros