Learning & Development Manager

Manganaro Building Group, LLC is looking for a Learning & Development Manager to join our team at our Beltsville, MD, Charlotte, NC, or Woburn, MA location. Manganarois a leading specialty construction subcontractor delivering interior systems, structural framing, drywall, ceilings, and related scopes across the eastern United States. The Company operates from regional offices spanning the Northeast, Mid-Atlantic, and Southeast. Manganaro is built on a tradition of craftsmanship, accountability, and long‑term client and employee relationships. Benefits and Perks Generous PTO and paid Holiday schedule to assist in maintaining work‑life balance Flexible work hour schedule Company supported charitable events Eligible for all benefits 1st of the month after hire. Generous healthcare plan with Healthcare Reimbursement Account (HRA) to offset deductibles. Competitive compensation Life insurance Dental and vision plans. 401(k) plan with generous match! Company-paid life, AD&D and long‑term disability insurance! Company social outings Free daily breakfast Early leave Fridays Employee Stock Ownership Plan Position Summary The Learning & Development Manager is a supports Manganaro’s multi‑state operations across Florida, Georgia, North Carolina, South Carolina, Virginia, Tennessee, Maryland, Massachusetts, and Maine. Reporting to the Director of Human Resources, this role leads the design, development, and delivery of the Company’s entire learning and development function. The Learning & Development Manager owns the Manganaro Academy, the Company’s compliance training program, the learning management system (BizLibrary), the mentoring program, and the operational machinery behind the Company’s executive and operational development plans. This is a builder’s role: the successful candidate will create programs that do not yet exist, professionalize those that do, and tie learning to measurable business and individual outcomes. Essential Duties and Responsibilities The Manganaro Academy Design, build, launch, and continuously improve the Manganaro Academy — the Company’s structured learning and career‑development program for office and field employees. Develop role‑based and career‑stage learning pathways (e.g., new hire, foreman, project engineer, project manager, superintendent, and leadership tracks) aligned to the Company’s competency frameworks. Create and curate learning content, including in‑house developed material, BizLibrary content, and external/vendor‑provided programs. Apply adult learning principles and instructional design best practices to ensure programs are engaging, effective, and appropriate for a field‑and‑office workforce. Establish Academy governance: enrollment, completion standards, certification, and recognition of achievement. Compliance Training Build and maintain the Company’s compliance training program across all nine states of operation, including safety (OSHA and state equivalents), harassment prevention, code of conduct, and other legally required or Company‑required training. Track compliance training assignments, completions, and certification expirations; ensure the Company can demonstrate compliance in the event of an audit or investigation. Coordinate state‑specific training requirements, including mandatory harassment prevention training where required by state law. Partner with the safety function and the HR Generalist to integrate compliance training into onboarding and ongoing employee development. Maintain auditable records of all compliance training in coordination with the HR Generalist and the LMS. Learning Management System (BizLibrary) Own and administer the Company’s learning management system (BizLibrary), including course assignments, learning paths, user management, content curation, and reporting. Serve as the Company’s primary point of contact and subject‑matter expert for BizLibrary; manage the vendor relationship and maximize the Company’s return on the platform investment. Build and maintain reporting and dashboards on learning activity, completion rates, and learning outcomes for leadership. Evaluate and recommend enhancements, integrations, or alternatives to the current LMS as the Company’s learning needs evolve. Mentoring Programs Design, launch, and operate the Company’s mentoring program, including matching, structure, training for mentors and mentees, and program governance. Establish mentoring program goals and measure outcomes, including participation, satisfaction, and impact on retention and development. Continuously improve the program based on participant feedback and business needs. Coordinate mentoring with broader talent development and succession efforts in partnership with the HR Business Partner. Executive and Operational Development Plans Operationalize the Company’s executive and operational development plans (e.g., President, Director of Operations, and other key roles), including administering the Readiness Definitions, Measurable Learning Objectives, activity trackers, and competency scorecards. Maintain the development‑tracking workbook and supporting tools; ensure activities, sign‑offs, and competency ratings are kept current. Coordinate quarterly sponsor reviews and capstone gates from a logistics and documentation standpoint. Partner with the HR Business Partner and the Director of HR, who own the people‑level judgment and talent decisions, while this role owns the system, structure, and administration that make the plans run. Learning Strategy, Analytics, and Outcomes Partner with the Director of HR and business leaders to align learning and development priorities with business strategy and workforce needs. Conduct learning needs assessments through skills gap analysis, performance data, exit‑interview themes, and stakeholder input. Define and track learning metrics; measure the effectiveness and business impact of learning programs, not just participation and completion. Recommend and manage the learning and development budget; evaluate build‑vs‑buy decisions and external training vendors. Stay current on learning and development trends, technologies, and best practices, including the responsible use of new tools and platforms. Competencies To perform the job successfully, the Learning & Development Manager demonstrates the following competencies: Instructional Design — Skilled in adult learning principles, curriculum design, and building effective learning experiences for diverse audiences, including both office professionals and field tradespeople. Builder’s Mindset — Comfortable creating programs from scratch. Brings structure to ambiguity, ships a first version, and improves it over time rather than waiting for perfection. Program Management — Manages multiple programs, timelines, and stakeholders simultaneously. Maintains organized systems and reliable tracking. Delivers on commitments. Business Alignment — Connects learning to business outcomes. Understands the construction business well enough to build programs that matter to operations, not just to HR. Analytical Thinking — Measures learning effectiveness and outcomes. Comfortable with LMS data, completion analytics, and demonstrating return on the learning investment. Technology Fluency — Proficient with learning management systems and learning technologies; able to administer, optimize, and evaluate platforms such as BizLibrary. Communication and Facilitation — Strong written and verbal communication. Comfortable facilitating training and presenting to groups ranging from field crews to executives. Collaboration — Works effectively across the HR team and with business leaders and subject‑matter experts. Understands the boundary between owning the learning system and supporting the people decisions owned by the HRBP and Director. Multi‑State Awareness — Understands that compliance training requirements differ across the Company’s nine states; maintains current knowledge of state‑specific mandates. Safety Mindset — Integrates Manganaro’s safety culture into learning programs and supports a workplace free of injury and harm. Education Bachelor’s degree in Human Resources, Education, Organizational Development, Instructional Design, Business, or a related field required. Master’s degree in a related field, or certification such as ATD/CPLP (Certified Professional in Talent Development), SHRM‑CP/SCP, or instructional design certification, strongly preferred. Experience Minimum five (5) years of experience in learning and development, training, or talent development, with at least two (2) years in a role with program ownership or management responsibility. Demonstrated experience building learning programs, academies, or curricula from the ground up. Demonstrated experience administering a learning management system (BizLibrary or comparable). Experience designing and delivering compliance training, ideally in a multi‑state and/or safety‑sensitive environment. Experience designing or operating a mentoring program preferred. Construction, engineering, manufacturing, skilled trades, or other field‑and‑office industry experience strongly preferred. Experience with instructional design tools (e.g., Articulate, Captivate) and content development preferred. Skills Excellent verbal and written communication and facilitation skills. Strong instructional design and content development skills. Strong organizational and program management skills with the ability to manage multiple initiatives simultaneously. Proficiency with learning management systems and learning analytics. Proficiency in Microsoft Office (Excel, Word, PowerPoint, Outlook). Comfortable presenting to and facilitating for audiences ranging from field crews to executive leadership. Travel Up to 10% travel to Manganaro offices Primary work location is the Charlotte, NC, Beltsville, MD or Woburn, MA in a normal office environment. #J-18808-Ljbffr