Manager, Learning & Development

About Atlas Technica

Position Overview

Position Responsibilities

• Develop and own the company-wide Learning & Development strategy and roadmap, balancing immediate business needs with long-term capability development
• Establish clear governance, ownership, intake, and prioritization processes for identifying learning needs and distinguishing training opportunities from broader performance, process, tooling, staffing, or management challenges
• Build scalable L&D programs, processes, tools, and infrastructure, including learning technology, content governance, learning records, and reporting
• Design and deliver manager development programs focused on coaching, feedback, accountability, performance management, communication, interviewing, delegation, and other critical leadership capabilities
• Partner with People Strategy & Effectiveness and business leaders to develop capability frameworks connecting roles, skills, proficiency levels, learning pathways, certifications, career progression, and internal mobility
• Partner with Service leaders and technical subject matter experts to develop scalable technical and functional learning pathways that support certifications, product enablement, and ongoing employee development
• Build and continuously improve role-based onboarding, including readiness standards, practical assessments, manager sign-offs, and time-to-productivity measures
• Establish learning and readiness requirements for new products, processes, and organizational capabilities, including emerging AI and technology-enabled ways of working
• Design and facilitate high-priority learning programs across multiple formats, including instructor-led, virtual, self-guided, manager-led, and on-the-job development
• Establish a consistent approach to required company-wide learning, including compliance, cybersecurity, ethics, Core Values, and other training needs in partnership with appropriate subject matter experts
• Define and report measures of L&D effectiveness tied to business outcomes such as role readiness, time to productivity, certification results, manager effectiveness, and relevant performance measures
• Use performance data, manager insights, employee feedback, and business metrics to identify capability gaps, evaluate program effectiveness, and continuously improve learning initiatives

Requirements

• Demonstrated experience in Learning & Development, talent development, or a related field, including experience building or owning L&D programs
• Experience designing manager and leadership development programs
• Strong knowledge of instructional design, facilitation, and learning evaluation practices
• Demonstrated ability to diagnose performance and capability gaps and translate business needs into practical development solutions
• Experience building role-based, technical, or functional learning programs in partnership with business leaders and subject matter experts
• Strong business-partnership, communication, facilitation, and program-management skills with the ability to work effectively across levels and functions
• Experience implementing or managing learning technology, content, learning records, or related L&D infrastructure
• Experience using data, metrics, and feedback to evaluate learning effectiveness and inform program improvements
• Experience leading and developing others while remaining directly involved in program design, facilitation, and execution
• Ability to operate effectively as a hands-on leader in a growing function where strategy, infrastructure, and programs are being built simultaneously

Desirable Qualities