Senior Learning & Development Partner

This position is listed on behalf of a partner company, which manages all applications and next steps. Our partner is looking for a Senior Learning & Development Partner based in the United States. Shape the future of employee development by building scalable learning strategies that strengthen performance, leadership, and organizational effectiveness in a fast-growing enterprise SaaS environment. In this strategic yet hands-on role, you will design and implement learning programs that equip employees and leaders with the skills needed to support business growth and transformation. You will partner with HR, Sales, Customer Success, and other cross-functional teams to identify skill gaps, enhance onboarding, and deliver impactful training experiences. By combining learning technology, data analytics, and innovative digital solutions, you will measure program effectiveness and continuously improve workforce readiness. You will also contribute to leadership development, mentorship, and succession planning initiatives that help employees reach their full potential. This is an exciting opportunity for a people-focused professional who can translate business priorities into meaningful learning experiences and lasting organizational impact. Accountabilities

Learning and Development Strategy:

Develop and execute a scalable Learning & Development strategy aligned with business objectives, organizational growth, operational excellence, and workforce transformation.

Skills Assessment and Workforce Readiness:

Partner with Human Resources Business Partners (HRBPs) to identify critical skills gaps, assess development needs, and create targeted learning solutions that support employee performance and business priorities.

Employee Training and Upskilling:

Lead technical, product, and soft-skills training initiatives that equip employees with the knowledge and capabilities required to succeed in a changing business environment.

Sales Enablement:

Coordinate training programs for Sales, Customer Success, and go-to-market teams, ensuring learning content, tools, schedules, and stakeholder expectations are aligned to improve productivity, consistency, and revenue outcomes.

Competency Framework Development:

Build and maintain competency-based learning frameworks using people development and learning management platforms to support role-specific expertise and cross-functional skill development.

Onboarding and New Hire Development:

Evaluate and improve existing onboarding programs to accelerate time to productivity, strengthen employee engagement, and reinforce organizational culture from the beginning of the employee journey.

Cross-Functional Training Design:

Collaborate with People Operations, Sales, Customer Success, and other stakeholders to develop tailored onboarding and training programs that address the needs of different roles and teams.

Learning Technology and Innovation:

Work with the Learning Experience team to enhance the learning management system, improve the learner experience, and integrate AI-powered and digital learning solutions that increase accessibility and scalability.

Learning Analytics and Continuous Improvement:

Use learning analytics, employee performance indicators, and other relevant data to assess training effectiveness, identify trends, and refine programs based on measurable outcomes.

Change Management and Employee Engagement:

Support learning initiatives associated with mergers and acquisitions, organizational transformation, and evolving business processes while promoting adaptability, continuous improvement, and a growth mindset.

Leadership Development and Succession Planning:

Partner with senior People leadership to design and implement leadership development programs that prepare high-potential employees for expanded responsibilities and future leadership roles.

Mentoring and Coaching:

Establish and facilitate mentorship, coaching, and knowledge-sharing initiatives that accelerate professional development and strengthen internal talent pipelines.

Talent Retention and Organizational Effectiveness:

Advise People Operations on learning strategies that contribute to employee engagement, retention, leadership readiness, and long-term organizational success.

Project and Stakeholder Management:

Manage multiple learning initiatives simultaneously, coordinating resources, timelines, priorities, and cross-functional stakeholders to ensure successful delivery.

Requirements:

Professional Experience:

At least five years of experience in Learning & Development, Talent Management, Organizational Development, or a related discipline, preferably within a high-growth SaaS or technology-driven organization.

Learning Strategy and Program Development:

Demonstrated success designing, implementing, and scaling learning programs that align with business objectives and evolving workforce needs.

Sales Enablement and Technical Training:

Experience developing or coordinating sales enablement initiatives and upskilling technical teams, ideally across Sales, Customer Success, and go-to-market functions.

Learning Technology Expertise:

Strong understanding of learning management systems (LMS), e-learning platforms, and digital learning tools. Familiarity with WorkRamp and Lattice is advantageous.

Data-Driven Decision-Making:

Proven ability to use analytics, performance data, and learning metrics to evaluate program effectiveness, measure business impact, and guide continuous improvement.

Instructional Design and Learning Methodologies:

Knowledge of effective learning design, adult learning principles, competency frameworks, and employee development practices. Certifications in instructional design or leadership development are preferred.

Leadership Development:

Experience supporting leadership training, coaching, mentorship, succession planning, or talent readiness initiatives is an advantage.

Change Management:

Ability to support organizational transformation, mergers and acquisitions, and evolving business priorities through structured learning and employee development programs.

Strategic and Operational Thinking:

Strong ability to balance long-term learning strategy with hands-on execution, translating organizational goals into practical, scalable solutions.

Communication and Facilitation:

Excellent written and verbal communication skills, with strong facilitation, coaching, presentation, and interpersonal abilities.

Stakeholder Management:

Demonstrated ability to build trusted relationships, influence stakeholders, and collaborate effectively across departments and levels of seniority.

Project Management and Organization:

Strong planning and organizational skills, with the ability to manage multiple initiatives, prioritize competing demands, meet deadlines, and coordinate cross-functional teams.

Adaptability and Growth Mindset:

A proactive, analytical, and results-oriented approach, with a genuine passion for employee development, continuous learning, and organizational improvement.

Global Collaboration:

Experience working in a global enterprise SaaS organization and coordinating learning initiatives across multiple functions or regions is preferred.

Location and Work Authorization:

Candidates may work in a hybrid arrangement in Portsmouth, New Hampshire, or remotely within the United States while working in the Eastern Time Zone. Visa sponsorship is not available for this position.

Benefits:

Flexible work arrangements:

Hybrid work opportunities in Portsmouth, New Hampshire, or a U.S.-based remote arrangement aligned with Eastern Time Zone working hours.

Professional development:

Opportunities to expand your expertise in learning strategy, leadership development, talent management, and organizational effectiveness.

Comprehensive employee training:

Access to structured training and development resources designed to support professional growth and successful performance.

Collaborative environment:

Opportunities to work with global teams and partner with colleagues across People Operations, Sales, Customer Success, and other business functions.

Career growth:

The opportunity to influence workforce development strategy, build scalable learning programs, and contribute to organizational transformation.

Meaningful impact:

Direct involvement in initiatives that strengthen employee engagement, leadership readiness, productivity, and long-term business performance.

Innovative learning environment:

Exposure to modern learning management platforms, AI-driven learning tools, and data-informed approaches to employee development.

How Jobgether works: We use an

AI-powered matching process

to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team. We appreciate your interest and wish you the best! Data Privacy Notice:

By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time. #LI-CL1 We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.