Senior Manager, Learning & Development

Senior Manager, Learning & Development

Foods you love. Brands you trust. And a career that empowers you to grow. At Nestlé USA, we're all working towards the same goal – to delight and deliver for our consumers. With a rich portfolio of beloved brands, including DiGiorno, Toll House, and Coffee mate, in 97% of U.S. households, we have a unique opportunity – and responsibility – to be there for every moment in our consumers' lives. Joining Nestlé means becoming part of an inclusive workplace that inspires innovation, encourages strategic thinking and creativity, and celebrates your achievements. No matter where you work within the organization, you are empowered to challenge the status quo, embrace risk-taking, and pioneer new ideas. Our supportive and collaborative environment encourages bold ambitions and continuous learning so that everyone can grow and thrive.

This position is not eligible for Visa Sponsorship. The Sr. Manager, Learning & Development leads Nestlé USA's leadership development and enterprise curriculum agenda, guiding the strategy and portfolio that builds capability for leaders and individual contributors across the organization. Reporting to the Director, Learning & Organization Development, this role sets and drives the training strategy for leadership development, core curriculum, and the skills of the future, ensuring every learning experience is anchored to business priorities, culture, and our Ways of Winning. This is both a strategic and a people-leadership role. The Sr. Manager leads a team of L&D professionals, setting direction, coaching for growth, and orchestrating the design, delivery, and continuous improvement of a modern, blended curriculum. The successful candidate blends deep learning expertise with strong business acumen, translating capability gaps into scalable solutions, partnering with senior HR and business leaders, and elevating the craft and creative quality of everything the team produces.

Responsibilities

• Set & Drive Learning Strategy
• Own the leadership & curriculum strategy.
• Lead and execute the multi-year strategy for leadership development, core curriculum, and future-skills capability building, ensuring clear alignment to enterprise priorities and workforce capability needs.
• Build the skills of the future.
• Anticipate capability gaps by monitoring internal talent trends and external best practices, translating insights into a prioritized, business-linked learning roadmap.
• Advise senior stakeholders.
• Partner with senior HR and business leaders to identify leadership gaps, strengthen readiness, and design targeted solutions for leaders at all levels, from first-time managers to senior leaders.
• Design & Build Curriculum
• Oversee end-to-end curriculum.
• Direct the design, development, and continuous renovation of the leadership and individual-contributor curriculum, applying adult learning principles and the 70-20-10 model across instructor-led, virtual, blended, and digital modalities.
• Ground design in real needs.
• Lead needs assessments and SME workshops to confirm learning objectives, close critical competency gaps, and ensure content is relevant, engaging, and measurably effective.
• Lead & Develop the Team
• Build a strong bench.
• Lead, coach, and develop a team, setting clear goals, differentiating performance, and building a high-performing, growth-minded team.
• Provide clarity & accountability.
• Establish clear roles, priorities, and accountability, orchestrating the team's work across concurrent programs and competing deadlines.
• Cultivate the culture.
• Model and embed a culture of continuous learning, feedback, and inclusion within the team and across the enterprise L&OD network.
• Deliver, Measure & Improve
• Ensure quality delivery.
• Oversee program delivery and facilitation of key leadership programs, ensuring a consistent, high-quality learner experience at scale.
• Measure impact.
• Define success metrics and evaluate program effectiveness and ROI, using data and learner feedback to rapidly iterate and improve.
• Own execution & budget.
• Manage program plans, budgets, and vendor partnerships, ensuring solutions are delivered on time, on budget, and in partnership with instructional design and learning-technology teams.

Qualifications

Required Education: Bachelor's degree in Business, Human Resources, Organization Development, Education, Learning & Development, or a related field.

Experience: 7+ years of progressive experience in learning & development, leadership development, or talent management, including designing and scaling enterprise curriculum.

People leadership: 3+ years of demonstrated experience leading and developing a team, with proven ability to coach, differentiate performance, and build capability.

Strategy & design: Track record of building leadership development and core curriculum strategies and translating capability gaps into scalable, measurable solutions.

Facilitation: Strong facilitation and platform skills, with the ability to deliver credibly to leaders at all levels.

Business acumen: Strong business acumen and executive communication skills; able to express complex concepts in clear business terms and influence senior leaders.

Execution: Proven project and budget management skills, with the ability to lead multiple large-scale initiatives simultaneously.

Preferred

Advanced degree: MS/MA/MBA in a related discipline.

Enterprise scale: Experience in a global, matrixed CPG or Fortune 500 environment.

Digital & AI fluency: Fluency in modern learning technologies and the integration of AI and digital tools into curriculum and delivery.

Creative direction: Working knowledge of graphic design / creative direction and the ability to guide a designer to a high creative standard.

Certifications: Certifications in instructional design, coaching, change management, or leadership assessment tools