Senior Learning & Development Program Manager

Learning And Development Manager

This position manages assigned learning, talent, and employee development programs that support the company's talent strategy. This role contributes strategic input, translates priorities into practical program plans, and leads implementation, administration, coordination, maintenance, and ongoing improvement for assigned areas such as performance management support, succession planning tools, onboarding, team diagnostics, partner programs, and learning management system administration. Partners with HR leadership, HR Business Partners, Talent Acquisition, and business leaders to coordinate stakeholders, analyze program data, and recommend improvements that support employee development, leadership capability, and organizational effectiveness.

Team Leadership & Supervision

• Manage, coach, and support the day-to-day work of the Learning & Development Coordinator, including priorities, deliverables, and quality of work.
• Assign and prioritize work to balance program planning, implementation, coordination, administration, and project support.

Succession Planning & Talent Management

• Manage assigned components of enterprise talent planning and succession processes in partnership with HR leadership and HR Business Partners.
• Recommend, support implementation of, and maintain tools that support talent reviews, succession planning, and identification of high-potential employees.
• Support development and maintenance of succession pipelines for critical roles across the organization.
• Coordinate talent review sessions, maintain documentation of development actions and follow-up items, and monitor progress toward talent planning goals.

Cross-Functional Collaboration & Partnerships

With Talent Acquisition (TA):

• Partner with Talent Acquisition to align candidate-to-employee transition points with onboarding practices and learning resources.
• Support internal mobility and succession planning by sharing relevant talent planning information for open roles, when appropriate.
• Share relevant onboarding, learning, and development insights with Talent Acquisition and HR Business Partners, when appropriate, to support internal mobility, onboarding readiness, and employee development.
• Provide Talent Acquisition with information about learning paths, onboarding resources, and financial offerings that may support candidate engagement.

With HR Business Partners (HRBPs):

• Partner with the VP of HR Business Partnerships to select, deploy, and manage tools for enterprise talent planning.
• Partner with HR Business Partners to provide performance data, talent metrics, coaching resources, and development tools that support assigned business unit needs.
• Coordinate with HR Business Partners to deploy team diagnostics and development resources that address business unit needs and support team effectiveness.
• Support individual development planning by connecting development actions to available learning resources and business priorities.

Performance Management & Training

• Oversee administration and support activities for the performance management process and related tracking system.
• Develop and maintain training materials, resources, and manager guidance that support effective coaching, feedback, and performance conversations.
• Monitor completion rates, identify follow-up needs, and coordinate support for leaders and teams during performance review cycles.
• Coordinate leadership feedback surveys and summarize results to support leadership development and continuous improvement.

Learning Programs & Systems

• Maintain and improve a scalable corporate learning approach aligned with business needs and employee development priorities.
• Oversee Learning Management System administration, including course curation, content organization, reporting, user support, and ongoing improvements.
• Manage promotion, administration, and engagement efforts for enterprise partner programs, such as SmartDollar.
• Analyze learning metrics, utilization trends, and participation rates to inform recommendations and program improvements.

Onboarding & Team Diagnostics

• Manage assigned onboarding program areas and partner with HR leadership and stakeholders to maintain a consistent end-to-end onboarding experience.
• Advise hiring managers on effective onboarding practices and help leaders prepare for new team members.
• Coordinate New Employee Meet & Greets and related activities that help new hires connect with Bell Bank's culture.
• Administer team diagnostic or assessment tools, such as DiSC, CliftonStrengths, or Predictive Index, to strengthen communication, collaboration, and team effectiveness.
• Facilitate debrief sessions and provide practical guidance to help leaders and teams interpret results and apply insights constructively.

Bell Bank Culture, Policy and Accountability Standards

• Know and live Bell Bank's values, bottom line, customer service standards, Golden Rules, and LOCBUTN by building personal connections with customers and employees and using their names as often as possible.
• Conduct activities consistent with established Bell Bank policies, procedures and systems, the Code of Conduct, the Bank Secrecy Act and all applicable state and federal laws and regulations.
• All employees are responsible for information security, including compliance with policies and standards which protect sensitive information.
• Prompt and reliable attendance.
• Perform other duties as assigned.

Education, Experience, and Other Expectations

• Bachelor's degree in human resources, business administration, or a related field; or equivalent experience.
• 4 – 6 years of experience in talent management, learning & development, or organizational development.
• Experience managing learning, talent, onboarding, performance, or employee development programs, including program implementation, stakeholder coordination, system administration, reporting, and continuous improvement. Financial services industry background is preferred but not required.
• Leadership Capability: Experience directly managing, mentoring, or leading individual contributors
• Execution Capability: Ability to translate talent and learning priorities into practical program plans while balancing implementation, coordination, administration, and ongoing improvement.
• Systems Capability: Experience administering or supporting learning, performance, employee development, or partner program platforms, including reporting, user support, and process improvement.
• Assessment Expertise: Practical experience administering and debriefing corporate psychometric tools.

Knowledge, Skills, and Abilities

• Ability to coordinate multiple programs or initiatives, ensuring timelines, deliverables, and quality standards are met
• Strong ability to deliver information clearly and effectively to groups, including leading discussions, workshops, or training sessions
• Ability to gather, analyze, and interpret data to identify trends and communicate insights to stakeholders
• Ability to build effective working relationships across teams and support shared business objectives
• Strong written and verbal communication skills, including the ability to convey complex information in a clear and concise manner
• Ability to manage competing priorities, organize work effectively, and adapt to changing needs in a dynamic environment
• Ability to identify issues, evaluate options, and implement practical solutions