Manager of Learning and Development

POSITION SUMMARY

The Paul Angell Foundation is committed to being a learning organization where employees continue to develop their skills, grow in their careers, and adapt as the Foundation evolves. The Manager of Learning and Development will lead organization-wide learning and staff development efforts, including manager and leadership development, career development, team learning, performance management, and equity-focused learning and organizational initiatives. 

A key focus of this role will be helping translate Paul Angell’s values, culture, equity commitments, and organizational priorities into how we lead, manage, collaborate, communicate, and work together as one Foundation. The Manager will develop and facilitate trainings, provide coaching and resources, and partner with leaders and teams to identify and address development needs. As Paul Angell grows, this role will also help build the systems and infrastructure needed to support learning and development at scale. 

The Manager will be an active member of the broader Talent and Culture (HR) team, contributing to cross-departmental initiatives, organizational learning, staff committees, workforce and succession planning, and other HR priorities as needed. The Manager of Learning and Development will report to the Director of Talent and Culture. 

Learning & Development Strategy 

• Partner with the Director of Talent and Culture to develop and implement Paul Angell’s organization-wide learning and development strategy. 

• Partner closely with the Leadership Team and Director of Talent and Culture to understand current and future team, organizational, and leadership needs and translate those needs into learning and development priorities. 

• Develop and facilitate trainings, workshops, coaching, and other development opportunities aligned with organizational needs. 

• Build learning systems, tools, and processes that can scale as Paul Angell grows, including evaluating and eventually implementing a formal learning management system. 

• Evaluate learning initiatives and use feedback and organizational needs to continuously strengthen Paul Angell’s approach. 

Manager, Leadership & Career Development 

• Develop learning and coaching opportunities for current and emerging managers and leaders. 

• Strengthen management practices in areas such as feedback, communication, delegation, decision-making, collaboration, conflict management, and leading through change. 

• Support employees and managers in identifying development goals, career pathways, and opportunities to build skills for current and future responsibilities. 

• Partner with the Director of Talent and Culture to establish and reinforce consistent expectations for effective management and leadership. 

• Support workforce and succession planning by connecting future organizational needs with employee and leadership development. 

Performance Management & Employee Development 

• Manage the Foundation’s performance management cycle, including goal setting, mid-year reviews, year-end reviews, communications, tools, and related training. 

• Manage the 360-degree feedback process for managers and support managers in translating feedback into development priorities. 

• Develop tools and resources that strengthen goal setting, feedback, performance conversations, and employee development. 

• Identify broader development needs emerging through performance management and employee feedback and recommend appropriate learning or coaching. 

• Connect performance management with career development, organizational priorities, and Paul Angell’s values. 

Equity, Culture & Organizational Development 

• Help lead Paul Angell’s organizational equity work and serve in a leadership or chair role on the Foundation’s internal equity committee or related staff structures. 

• Integrate equity throughout learning, manager development, performance management, career development, and other people practices. 

• Develop learning opportunities that strengthen employees’ ability to work across differences, engage in constructive dialogue, and understand equity and power. 

• Help translate Paul Angell’s values and culture into shared expectations for how employees lead, manage, collaborate, communicate, and work together. 

• Serve as a primary internal point of contact for external equity, learning, and change management consultants, as needed. 

• Support culture, employee engagement, team development, and organizational change initiatives as Paul Angell grows. 

Employee Learning & Knowledge Sharing 

• Partner with Talent Acquisition and hiring managers to support the learning components of onboarding and employees’ transition into their roles. 

• Help employees and managers effectively use professional development funds and opportunities, including conferences, trainings, coaching, and other learning experiences. 

• Create opportunities for employees to share learning, expertise, and practices across teams and bring external learning back to the broader Foundation. 

• Partner with the Learning and Impact Director, Program Directors, and other leaders to identify role-specific development needs and strengthen consistency in how employees, including Program Officers, successfully carry out their work. 

• Coordinate team learning and external facilitators, coaches, consultants, and other learning resources as needed. 

Qualifications and Skills 

• 8+ years of relevant professional experience 

• Approximately 6+ years of experience in learning and development, organizational development, talent management, leadership development, human resources, or related field. 

• Demonstrated experience designing and implementing learning and development programs, including curriculum design, learning experience design, workshop and training design, and facilitation of adult learning experiences. 

• Experience coaching managers and employees and supporting manager and leadership development. 

• Experience managing or significantly supporting performance management, employee development, and feedback processes. 

• Experience supporting equity, culture, inclusion, or organizational development initiatives. 

• Experience with or understanding of learning systems and technology and an ability to build learning infrastructure for a growing organization. 

• Strong facilitation, communication, relationship-building, project management, and organizational skills. 

• Ability to work strategically while also managing the day-to-day implementation of learning and development initiatives. 

• Ability to work effectively across departments and with employees and leaders at all levels of an organization. 

• Experience building or significantly expanding a learning and development function within a growing organization. 

• Experience selecting, implementing, or administering a learning management system (LMS) or similar technology. 

• Experience developing manager or leadership development programs. 

• Experience with 360-degree feedback, career frameworks, succession planning, coaching, or talent development. 

• Experience working in philanthropy, nonprofit, or another mission-driven environment is helpful but not required. 

While employed in this position, the employee may be required to perform other assignments not listed in this job description. The employee is an employee at will, meaning that either party may terminate the employment relationship at any time by written notice to the other. Nothing in this job description is to be deemed to create a contract of employment for a specific period.

COMPENSATION AND BENEFITS 

The position is a salaried, exempt, full-time role with a starting salary range of $130,000 to $150,000 annually, depending on professional and lived experience. 

Additionally, the Paul Angell Foundation offers a highly competitive comprehensive benefits package including:

• Healthcare: 100% paid Platinum PPO health insurance premium for employees and 80% for dependents or family.

• Dental and Vision: 100% paid premium for employees, dependents, and family.

• 403b retirement savings plan employer contributions match: After three months of employment, the Foundation will contribute up to 12% of the employee’s salary. 

• In addition to vacation, holidays, wellness, and sick days, the Paul Angell Foundation offices are closed from December 26th through New Year’s Day annually and employees’ salaries are paid during this closure.

• Twelve weeks of paid parental leave for a birth parent, non-birth parent, or adoption. 

• We are committed to supporting your growth through professional development funds, tailored to your role and learning needs. We provide opportunities for collaboration, skill-building, and the time and space to grow in your career.

WORK ENVIRONMENT

• Currently, the position functions within a hybrid working environment with alternating remote and two to three on-site workdays and may have in-person obligations that grow over time.  

• Role requires occasional travel for conferences and trainings.

• Occasional evening and weekend work is sometimes required.   

• Occasional out-of-town travel is required. 

• Must have reliable transportation for work-related duties.   

• The Foundation maintains a smoke-free and drug-free work environment in compliance with federal, state, and local regulations.

• While performing the duties of this job, the employee is regularly required to talk or hear and use hands to operate equipment such as computers, phones, photocopiers, scanners, and filing cabinets. Reasonable accommodation will enable qualified individuals with disabilities to perform the position’s essential functions. 

• This position is at-will, meaning either party may terminate the employment relationship at any time with written notice. Nothing in this job description is to be construed as creating a contract for employment for a specific duration. 

OUR DIVERSITY AND EQUAL OPPORTUNITY CORE VALUE 

Paul Angell Foundation is committed to equal employment opportunity and to compliance with applicable local, state, and federal antidiscrimination laws which prohibit discrimination and harassment against any employees or applicants for employment based on their actual or perceived race, color, religion, age, ancestry, marital status, protective order status, military status, sexual orientation, gender identity, gender expression, work authorization status, pregnancy and the potential or intention to become pregnant, AIDS/HIV status, medical condition, status as a victim of domestic, sexual, gender or criminal violence, certain arrest or criminal history records, lack of a permanent mailing address or a mailing address that is a shelter or social services provider, and use of lawful products outside of work during non-working hours.

We will not tolerate discrimination or harassment based upon these characteristics or any other characteristic protected by applicable federal, state, or local law. 

HOW TO APPLY 

To apply submit an application here!

You will be asked to submit the following: 

• Resume 

• Cover letter highlighting your experience and your ability to excel in this role 

• Expected start date: January 2027 

All applications must be submitted by: October 25 at 11:59 PM CT 

We hope you’re excited about this role! To keep the process fair and equitable, we will not be holding informal meetings. We encourage everyone interested in applying, and if you need accommodation, please contact View email address on us.fitly.work .