Learning & Development Manager

lpadesignstudios; San Antonio (TX); On-site; USD 85,000 - 120,000; Full time

Job summary

LPA, a multidisciplinary design firm, is seeking a Learning & Development Manager to build and lead its Learning & Development function across disciplines and locations. The role shapes strategy, programs, tools, and processes that support employee growth and the evolving needs of the practice.

You will partner with leaders and subject matter experts to translate learning needs into engaging experiences, design journeys, and provide facilitator guides, materials, and digital resources that

Qualifications

• Apply learning principles and knowledge of different learning styles to programs.
• Design engaging learning experiences across instructor-led, self-guided, and digital formats.
• Create structured learning journeys from awareness to application.
• Develop facilitator guides, participant materials, toolkits, and digital resources.
• Adapt program design to audience needs, levels, and objectives.

Responsibilities

• Lead the design, development, and delivery of L&D programs aligned with priorities.
• Partner with leaders and SMEs to define learning needs and outcomes.
• Serve as a trusted learning partner to leaders and teams.
• Manage multiple learning initiatives from planning to implementation.

Skills

Learning Strategy

Facilitation

Instructional Design

Stakeholder Collaboration

Leadership Development

Tools

Learning Management System (LMS)

Job description

Join the 2025 AIA Firm Award Winner shaping a more sustainable future.

LPA is a collective of designers, engineers, and researchers committed to tackling the biggest issues of our time. Our "No Excuses" integrated design approach was recognized by the AIA as "a trailblazer in sustainable, high-performance architecture". At LPA you'll be part of the team that is changing the way the industry thinks about design and carbon emissions, built around the belief that we only achieve our goals when everybody has a seat at the table and all input is valued.

We're currently seeking a Learning & Development Manager to help build and establish LPA's Learning & Development function and shape learning experiences that support the growth of our people and the evolving needs of our practice. This is an opportunity for an experienced L&D professional to help create the strategy, programs, tools, processes, and learning infrastructure that will support employee development across the firm. Working across disciplines, roles, and locations, the Learning & Development Manager will partner with leaders and subject matter experts to identify learning needs and translate them into engaging, practical learning experiences.

We're looking for a learning designer as much as a facilitator . Someone who brings curiosity, creativity, and an innovative mindset to their work by looking beyond the initial training request to understand what people really need to know, do, or experience to be successful. This person should be comfortable asking thoughtful questions, understanding different learning needs and preferences, and finding creative ways to make complex or unfamiliar topics approachable and relevant. As new technologies, tools, and ways of working continue to evolve, this person should also be curious about what's next-comfortable learning alongside others, experimenting with new approaches, and helping create a culture where continuous learning, exploration, and skill development are part of how we work.

Learning Strategy & Partnership

• Build and establish LPA's Learning & Development function, including the programs, processes, resources, and learning infrastructure needed to support the firm.
• Lead the design, development, and delivery of L&D programs aligned with organizational priorities and employee growth.
• Assess organizational and team learning needs and identify appropriate learning solutions.
• Partner with business leaders and subject matter experts to define learning needs and desired outcomes.
• Serve as a trusted learning partner to leaders and teams.
• Manage multiple learning initiatives from planning through implementation.
• Develop and implement leadership and manager development programs, tools, and resources.
• Partner closely with Human Resources and Talent Acquisition to connect learning opportunities with onboarding, performance development, skills, career development, and employee growth.

Learning & Program Design

• Apply learning principles and an understanding of different learning styles and preferences.
• Design engaging learning experiences using instructor-led, peer, self-guided, hands-on, and digital approaches.
• Create structured learning journeys that move employees from awareness to understanding, practice, and application.
• Develop facilitator guides, participant materials, toolkits, job aids, and digital learning resources.
• Adapt program design based on audience needs, experience levels, and learning objectives.

Facilitation & Learning Experiences

• Facilitate training sessions, workshops, and group discussions for a variety of audiences.
• Translate complex or unfamiliar concepts into approachable, practical learning experiences.
• Create environments that encourage participation, curiosity, experimentation, and knowledge sharing.
• Adjust facilitation approaches based on the audience, learning environment, and participant feedback.

Technology Adoption & Future-Focused Learning

• Design programs that help employees adopt new technologies, tools, processes, and ways of working.
• Develop learning approaches that support employees through change-from initial awareness through confident application.
• Experiment with emerging learning technologies, including AI-enabled learning tools.
• Stay current on trends in learning technology, AI, instructional design, facilitation, and workforce development.
• Support the implementation, launch, administration, and ongoing management of LPA's learning management system.
• Establish the structure, standards, and processes needed to organize and manage learning content and create a consistent learning experience across the firm.

Measurement & Continuous Improvement

• Establish measures of success for learning programs.
• Evaluate effectiveness through participant feedback, engagement, skill development, behavior change, and business impact.
• Use data and feedback to continuously improve learning programs and experiences.
• Identify opportunities to improve the accessibility,