Learning and Development Manager

Description Since launching in September 2021, LUV Car Wash has been on a mission — and we're just getting started. In under five years, we've grown close to 90 locations across six states (CA, NV, FL, GA, PA, and NJ), and we're not slowing down. Our mission is to become a top car wash company by growing our people, creating and maintaining strong operations, and living a culture of continuous improvement. We live that out through our values: we get stuff done, we work as a team, we do the right thing, we have fun — and most importantly, we LUV what we do. Benefits & Perks 401(k) Match — we invest in your future Health Benefits/HSA Vision & Dental Coverage Life Insurance Paid Vacation Paid Sick Time Employee Discount Program Employee Assistance Program (EAP) Job Summary: The Learning & Development Manager at LUV Car Wash is a skilled instructional designer, systems administrator, and learning architect responsible for building and maintaining the programs, content, and infrastructure that develop LUV’s people at every stage of their career. This role translates organizational needs into structured, measurable learning experiences. This position actively searches, creatively designs, implements, and executes effective methods to educate, enhance performance, and develop leaders. Duties/Responsibilities: Instructional Design & Content Development Apply adult learning principles and instructional design methodology (ADDIE, SAM, or equivalent) to design, develop, and maintain training programs across multiple modalities including SCORM-compliant e-learning modules. Generate a full suite of supporting learning materials: facilitator guides, participant workbooks, job aids, quick-reference cards, and video scripts. Collaborate with subject matter experts (SMEs) across Operations, HR, and Field Leadership to translate technical expertise into clear, learner-centered content. Leadership Development & Employee Lifecycle Programs Design and maintain structured Manager in Training and Train-the-Trainer programs that equip GMs, DMs, and designated site facilitators to deliver consistent, high-quality training at the field level. Design role‑specific learning roadmaps across the full employee lifecycle, anchored by structured 30/60/90‑day experiences that accelerate time‑to‑competency and reduce early attrition. Map competency frameworks to learning pathways, defining what employees must know, demonstrate, and achieve at each career milestone. LMS Administration & E‑Learning Systems Serve as a primary LMS administrator—owning course shells, learning paths, user enrollment, role‑based assignments, assessment configurations, and system reporting. Assign, monitor, and report on training completions, knowledge check scores, and certification milestones across the organization. Collaborate with internal stakeholders to ensure test assignments, reset protocols, and learner records remain accurate and audit‑ready at all times. Troubleshoot LMS access, enrollment, and content delivery errors with urgency; minimize learner disruption and elevate unresolved issues appropriately. Training Metrics, Reporting & Evaluative Feedback Establish and maintain a training evaluation framework (Kirkpatrick or equivalent) that measures learner reaction, knowledge acquisition, behavior change, and business impact. Generate regular LMS and program performance reports: completion rates, assessment scores, knowledge gap trends, and training ROI indicators. Analyze training data to identify systemic performance gaps, underperforming content, and populations requiring targeted learning support. Cross‑Functional Collaboration & Program Support Support the Director of Training and VP of HR in planning and executing company‑wide development programs, training initiatives, and strategic L&D projects. Travel regionally to support training delivery, facilitate workshops, and partner with field leadership on site‑level learning needs. Maintain organized training records and documentation; produce post‑program reports with actionable recommendations for the L&D Manager and Operations. Who You Are You're based in or able to relocate to the Gilbert, AZ area and are available to work 100% in‑office — this role requires hands‑on collaboration with our training and field teams and is not remote or hybrid. You've designed and built training programs from the ground up — not just delivered someone else's content — and can speak to specific programs you've architected, from needs analysis through rollout. You have hands‑on instructional design experience applying frameworks like ADDIE or SAM, and you're comfortable moving between high‑level program design and detailed content creation (facilitator guides, e‑learning modules, job aids). You've led or mentored others in a training or field capacity — whether that's managing a small team, running Train‑the‑Trainer sessions, or coaching site leaders — and you're energized by developing people, not just content. You have multi‑unit, field‑based training experience (retail, hospitality, or service operations background is a strong plus) and understand the difference between designing training in a vacuum and designing it for a distributed, fast‑moving frontline workforce. You're comfortable owning a system end‑to‑end — you don't just use an LMS, you administer one, and you're the person others come to when something breaks. You bring structure and follow‑through to ambiguous problems — you can take "we need our GMs trained consistently" and turn it into a measurable, repeatable program. You're equally comfortable presenting to a VP and coaching a General Manager on the shop floor — this role bridges strategy and execution, and you move fluidly between both. Requirements REQUIRED SKILLS & COMPETENCIES Instructional design expertise: demonstrated application of ADDIE, SAM, or comparable frameworks. Proficiency in e‑learning authoring tools: Articulate 360 (Storyline and/or Rise), Synthesia, etc. LMS administration experience. Skilled in training evaluation methodologies and data analysis. Strong verbal and written communication skills. Highly organized and detail‑oriented; able to manage multiple concurrent projects with shifting priorities. Collaborative and credible across audiences—equally effective working with frontline team members, site GMs, and senior stakeholders. Ability to travel up to 25% of the time in support of regional training delivery and field partnership. EDUCATION & EXPERIENCE Bachelor’s degree in Instructional Design, Organizational Development, Communications, Education, or a related field required; equivalent field experience considered. Minimum 2–4 years of progressive experience in instructional design, L&D, or training program development—preferably in a multi‑unit retail, hospitality, or service operations environment. Certified Professional in Learning and Performance (CPLP) or equivalent credential preferred. Physical Requirements Prolonged periods of sitting at a desk and working on a computer during standard office operations. Occasional site visits and training events requiring standing, walking, and active facilitation. Must be able to lift up to 15 lbs. #J-18808-Ljbffr