Learning & Development Manager

The Salvation Army Southern California; Rancho Palos Verdes (CA); Sur place; USD 102 000 - 138 000; Plein temps

Résumé du poste

The Salvation Army Southern California is seeking a Learning and Development Manager to lead strategic learning programs across the Western Territory, aligning initiatives with the mission and HR priorities.

You will design, deliver, and evaluate leadership development, onboarding, coaching, and employee training, partnering with senior leaders and divisional teams to translate organizational needs into practical learning solutions.

Qualifications

• Bachelor’s Degree in Human Resources, Organizational Development, Learning and Development, Business Administration, Education, or a related field required. Master’s Degree preferred.
• At least five (5) years of progressively responsible experience in learning and development, organizational development, training, human resources, or a related field.
• Experience designing, developing, facilitating, and evaluating leadership and employee development programs.
• Experience partnering with senior leaders and subject matter experts to translate organizational needs into learning solutions.

Responsabilités

• Partner with leadership to develop a Territory-wide learning and development strategy aligned with mission and HR initiatives.
• Assess learning needs across the Territory and prioritize initiatives based on impact.
• Lead development and standardization of HR training tools and practices across divisions.
• Design, develop, and facilitate learning programs using in-person, virtual, e-learning, and blended methods.
• Develop and deliver leadership development programs focusing on communication, coaching, performance management, and accountability.
• Manage onboarding and leadership transitions with HR to identify recurring development needs.

Connaissances

Adult learning principles

Instructional design

Facilitation skills

Leadership development

Project management

Learning metrics

Stakeholder management

Communication

Formation

Bachelor’s Degree in HR or related field

Master’s Degree preferred

Outils

Teams/Zoom/PowerPoint

Description du poste

THE SALVATION ARMY MISSION

The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.

TITLE: Learning and Development Manager

DEPARTMENT: Human Resources

STATUS: Exempt, Full-Time

SALARY: $120,000

THE SALVATION ARMY MISSION

The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.

POSITION SUMMARY

The Learning and Development Manager provides strategic leadership for learning, training, and professional development initiatives across the Western Territory. The position is responsible for creating and delivering practical, mission-aligned learning programs that equip TSA leadership, and employees to effectively carry out their responsibilities and support The Salvation Army's mission.

EDUCATION AND WORK EXPERIENCE

• Bachelor’s Degree in Human Resources, Organizational Development, Learning and Development, Business Administration, Education, or a related field required. Master’s Degree preferred.
• At least five (5) years of progressively responsible experience in learning and development, organizational development, training, human resources, or a related field.
• Demonstrated experience designing, developing, facilitating, and evaluating leadership and employee development programs.
• Experience supporting a multi-site, geographically dispersed, or complex organization preferred.
• Experience partnering with senior leaders and subject matter experts to translate organizational needs, policies, and processes into effective learning solutions.

KNOWLEDGE, SKILLS AND ABILITIES REQUIRED

• Strong knowledge of adult learning principles, instructional design, facilitation methods, leadership development, and organizational learning practices.
• Ability to conduct learning needs assessments and identify skill, knowledge, process, and leadership development gaps.
• Ability to design and implement learning programs that support organizational goals, HR priorities, operational consistency, and continuous improvement.
• Strong facilitation and presentation skills with the ability to effectively engage TSA leadership, and employees at varying levels of experience.
• Ability to develop leadership training in areas such as communication, performance management, employee relations, coaching, decision-making, conflict resolution, and effective people management.
• Ability to partner with HR leadership and divisional HR teams to support consistent interpretation, communication, and implementation of HR policies, procedures, and practices across the Territory while recognizing applicable state and local requirements.
• Strong project management and organizational skills with the ability to manage multiple learning initiatives, timelines, stakeholders, and priorities.
• Ability to develop e-learning, virtual, in-person, and blended learning solutions and effectively use platforms such as Microsoft Teams, Zoom, PowerPoint, and learning management or related systems.
• Strong analytical skills and ability to establish learning metrics, evaluate program effectiveness, analyze feedback and outcomes, and recommend improvements.
• Strong written and oral communication skills, including the ability to develop clear training materials, facilitator guides, job aids, presentations, and other learning resources.
• Strong interpersonal, collaboration, consulting, coaching, conflict resolution, and consensus-building skills.
• Ability to form a broad Territorial perspective, exercise sound judgment, maintain confidentiality, and work effectively with diverse stakeholders.
• Ability to work independently with minimal direction while maintaining strong communication and follow-through with HR leadership.
• Ability to manage vendor relationships and evaluate external training resources, consultants, and learning solutions for quality, effectiveness, and value.
• Ability and willingness to travel throughout the Western Territory as needed to support training, leadership development, and implementation initiatives.
• Possess and maintain a current and valid driver’s license.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Partners with the Territorial Executive Director of Human Resources and other HR leadership to develop and execute a Territory-wide learning and development strategy aligned with The Salvation Army’s mission, organizational priorities, HR initiatives, and operational needs.
• Assesses learning and development needs across the Territory through consultation with HR teams, TSA leadership, and employees, surveys, performance information, process reviews, and other available data. Identifies common skill gaps and prioritizes learning initiatives based on organizational impact.
• Leads the development, implementation, and ongoing improvement of standardized HR training, tools, resources, and practices across the 11 divisions supported by THQ HR. Partners with divisional HR teams and subject matter experts to identify existing practices, determine best practices, and support consistent implementation while recognizing state and local requirements.
• Designs, develops, coordinates, and facilitates comprehensive learning programs using in-person, virtual, e-learning, and blended delivery methods. Ensures training content is practical, accessible, engaging, current, and appropriate for the intended audience.
• Develops and delivers leadership development programs for TSA leadership, with emphasis on effective people leadership, communication, coaching, performance management, employee relations, accountability, conflict resolution, and sound decision-making.
• Develops training and transition resources to support TSA leadership receiving new assignments and leaders assuming new supervisory or management responsibilities. Partners with HR and organizational leadership to identify recurring development needs associated with leadership transitions.
• Partners with HR leadership to strengthen TSA leadership capability and standardize key people-management processes, including onboarding, performance management, corrective action and discipline, policy administration, employee relations, and other HR practices identified as priorities.
• Supports the implementation and adoption of new HR programs, systems, policies, procedures, and process improvements by developing training plans, communications, job aids, facilitator materials, and other resources needed for successful implementation.
• Collaborates with HR leadership on performance management initiatives and develops learning solutions that help employees and TSA leadership establish expectations, provide feedback, address performance concerns, and support employee development.
• Develops annual and multi-year learning calendars and coordinates training schedules, audiences, facilitators, communications, materials, and logistics to support effective delivery across the Territory.
• Establishes measures to evaluate training effectiveness, participation, knowledge transfer, behavioral change, and organizational impact. Collects and analyzes participant feedback and other available data to continuously improve learning programs.
• Prepares reports and presentations for HR and organizational leadership summarizing learning activity, participation, outcomes, identified needs, progress on strategic initiatives, and recommendations for future development priorities.
• Promotes a culture of continuous learning and professional development by communicating available learning opportunities, encouraging participation, and partnering with TSA leadership to reinforce learning in the workplace.
• Identifies, evaluates, and manages external training providers, consultants, facilitators, content, and other learning resources as needed. Ensures external resources align with organizational needs, mission, quality standards, and budget expectations.
• Develops and manages the Learning and Development budget; monitors expenditures and recommends investments that maximize the quality, reach, and impact of learning initiatives.
• Maintains current knowledge of learning and development practices, leadership development trends, instructional technology, HR practices, and organizational development strategies; recommend appropriate improvements for The Salvation Army.
• Builds effective partnerships with TSA leadership, HR professionals, subject matter experts, and other stakeholders throughout the Western Territory to ensure learning initiatives reflect operational realities and support successful implementation.
• Ensures learning materials and programs appropriately reflect The Salvation Army’s mission, values, policies, and expectations and reinforce respectful, effective, and mission-focused leadership.
• Maintains appropriate training records, program documentation, learning materials, evaluations, and related information in accordance with department practices.
• Additional duties may be assigned and required based on business needs.

PHYSICAL REQUIREMENTS

Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is reasonable and no undue hardship would result.

• Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous
• Ability to grasp, push, pull objects such as files, file cabinet drawers, and reach overhead.
• Ability to operate telephone.
• Ability to operate a desktop or laptop computer.
• Ability to lift up to 25 lbs. (usually file boxes).
• Ability to access and produce information from a computer.

REPORTS TO: TERRITORIAL EXECUTIVE DIRECTOR OF HUMAN RESOURCES