Learning and Development Manager

The Learning and Development ("L&D") Manager plans, manages, and coordinates organizational training and employee development programs to support a high-performing workforce. The role designs, delivers, and evaluates learning initiatives, leadership development, onboarding, and organizational development efforts. The Manager ensures all training and development strategies align with the City's mission, strategic goals, workforce needs, and values while supporting change management, performance management, and talent acquisition initiatives.

Training Design, Development, and Delivery

• Develops and implements onboarding curriculum and core training content for new employees and supervisors.
• Designs, organizes, and facilitates orientation, skills training, and leadership development initiatives.
• Develops targeted training to address job-specific skill needs and enhance employee performance.
• Aligns leadership and professional development programs to organizational goals and strategic direction.
• Procures and manages relationships with internal subject-matter experts and external consultants to ensure high-quality learning experiences.

Program Evaluation and Continuous Improvement

• Conducts needs assessments through surveys, interviews, data analysis, and stakeholder feedback to determine training priorities.
• Evaluates and refines training programs to ensure effectiveness and alignment with organizational needs.
• Selects and assigns qualified instructors and provides performance feedback related to instructional delivery.

Organizational Development & Change Management

• Facilitates organizational change management initiatives to support strategic and operational goals.
• Implements evidence-based approaches to organizational development by analyzing skills, performance gaps, and workforce needs.
• Assists with career pathing, competency development, and employee growth planning.

Performance Management & HR Support

• Supports supervisors in implementing effective performance management and in developing objective evaluations.
• Provides coaching and guidance related to performance concerns, behavior issues, and grievance resolution.
• Provides policy updates and legal-compliance training for supervisors and HR staff.
• Partners with leaders to develop resources that support Performance Improvement Plans (PIPs).

Recruitment, Hiring, and Workforce Initiatives

• Establishes development-related benchmarks to support diverse and equitable hiring practices.
• Recommends and executes strategies that support talent acquisition, retention, and workforce development goals.

Administrative and Strategic Functions

• Prepares and recommends the annual training budget, and tracks and reports related expenses.
• Maintains accurate documentation of all training programs, resources, and assessments.
• Performs additional HR-related duties as assigned.

Tasks

• Analyze training needs and develop new or revised programs based on operational requirements.
• Provide a full range of staff development solutions using classroom, virtual, blended, and on-the-job training techniques.
• Conduct new hire orientation, including on-the-job training and Red Rose Academy programming.
• Conduct surveys and collaborate with management to identify short- and long-term learning needs.
• Partner with supervisors on development plans related to PIPs and performance enhancement.

Work Activities

• Training and Teaching Others
• Communicating with Supervisors, Peers, and Subordinates
• Gathering, analyzing, and interpreting information
• Working with computers and LMS platforms
• Coaching and developing employees and leaders

Minimum Qualifications

• Bachelor's degree in human resources management, communications and marketing, public administration, business administration, industrial relations, psychology, or a related field.
• Minimum of three (3) years of related HR experience; five (5) years L&D experience preferred.
• Equivalent education/experience may be considered.
• Public sector experience is preferred.

Licenses and Certificates

• Possession of a valid Pennsylvania State Driver's License required.
• Professional certification through The Association for Talent Development (ATD), Project Management Institute (PMI), The Society for Human Resource Management (SHRM), Human Resource Certification Institute (HRCI) or Professional in Human Resources (PHR) is preferred.

Knowledge

• Education and training methodologies, curriculum design, and adult learning principles.
• Organizational development, leadership development, and training best practices.
• HR practices, including recruitment, performance management, and employee relations.
• Administration, management, and resource allocation.
• Psychology, human behavior, motivation, and learning differences.
• Organizational mission, vision, values, and strategic context.

Skills

• Instructional design and delivery across in-person, virtual, and blended environments.
• Needs assessment, root-cause analysis, and evidence-based decision-making.
• Presentation, facilitation, coaching, and mentoring.
• Time management, organization, and prioritization.
• Conflict resolution and communication skills.

Technological Skills

• Learning Management Systems (LMS) and e-learning tools
• Virtual meeting and webinar platforms
• ERP systems
• Multimedia learning technologies
• Advanced Microsoft Office Suite/365

Abilities

• Inductive and deductive reasoning; information ordering.
• Creativity, adaptability, and innovation in designing training solutions.
• Identifying performance issues and training gaps; recommending solutions.
• Managing stakeholder needs in alignment with organizational goals.

Environmental Conditions

• Office setting; primarily sedentary work.
• Occasional exposure to indoor/outdoor City work environments.
• May require lifting up to 10 pounds.
• Requires occasional evening, weekend, or holiday work; local travel may be required.

Safety Equipment Used or Needed

• None