Manager, Learning & Development

Flowserve US Inc; Irving (TX); On-site; USD 90,000 - 140,000; Full time

Job summary

Flowserve US Inc. is seeking a senior L&D leader to drive the design and delivery of leadership development and workforce-skilling initiatives.

The role functions as an architect of learning and a performance consultant to ensure learning investments close real capability gaps and deliver measurable business impact. You will lead the L&D team, advance enterprise capabilities, and oversee a full learning lifecycle across blended, digital, social, on-the-job, and instructor-led formats, ensuring

Qualifications

• 7+ years of progressive HR/learning & development experience; design, deliver, or manage development programs; consult with leaders.

Responsibilities

• Lead structured needs assessments with business stakeholders to identify root causes of performance and capability gaps.
• Own the leadership development framework and oversee the learning lifecycle across blended, digital, social, on-the-job, and instructor-led approaches.
• Partner on the design and evolution of skills taxonomy, career pathways, and learning content to support progression.
• Oversee LMS governance, content accessibility, portfolio quality, and vendor management; test AI-enabled learning solutions.
• Define success measures and track participation, capability improvement, and business impact.

Education

Bachelor's degree in HR/Organizational Psychology/Education/Business

Tools

LMS/LXP platforms

AI-enabled learning solutions

Job description

Role Purpose

This role leads the L&D team and the design of learning solutions that build leadership capability and workforce skills for current and future business needs. The Manager operates as a learning architect and performance consultant, ensuring that learning investment addresses real capability gaps, is embedded in the flow of work, and produces measurable business impact.

Key Accountabilities

Learning Needs Assessment & Performance Consulting

Lead structured needs assessments with business stakeholders and HRBPs to identify root causes of performance and capability gaps before designing solutions. Distinguish learning needs from issues related to expectations, process, motivation, or organization design and recommend the appropriate response. Maintain a regular business-partnership cadence to anticipate evolving capability needs.

Leadership & Enterprise Capability Development

Own the leadership development framework, Manager Essentials, and leadership journeys, with emphasis on practical application and measurable outcomes. Adapt enterprise learning, upskilling, onboarding, and assimilation priorities to business needs and available capacity. Oversee the full learning lifecycle across blended, digital, social, on-the-job, and instructor-led approaches.

Skills, Career Pathways & Targeted Development

Partner on the design and evolution of the skills taxonomy, connecting roles, career pathways, learning content, credentials, and work experiences. Ensure employees can see how learning and development opportunities support career progression.

Learning Technology, Portfolio & Vendor Management

Oversee LMS governance, learning standards, content accessibility, and portfolio quality; retire outdated content and address platform or delivery issues. Manage external content providers and training vendors, including delivery quality and value. Champion AI-enabled and flow-of-work learning solutions by testing new platforms, modalities, and delivery models.

Impact Measurement & Reporting

Define success measures before program launch and track participation, capability improvement, behavior application, and business impact. Use learning analytics and stakeholder feedback to improve the portfolio and communicate the value of L&D investment in business terms.

People Leadership & Cross-COE Partnership

Set team objectives, coach performance and professional growth, and build capability within the L&D team. Allocate work and adjust priorities based on business needs, capacity, and service requirements. Partner with HRBPs, Talent, Performance & Culture, and Functional Learning teams to embed learning in business and talent priorities.

What Success Looks Like in This Role

Learning priorities are clearly connected to business, leadership, and workforce capability needs. Stakeholders view L&D as a performance partner rather than a training order-taker. Leadership and learning solutions demonstrate application at work and measurable impact. The learning portfolio and technology ecosystem are current, accessible, and actively used. Skills and career pathways are integrated with development opportunities. The team delivers high-quality work, manages capacity effectively, and grows its capability.

Required Experience

7+ years of progressive experience in HR, learning & development, talent management, organizational development, or a related people function. Demonstrated experience designing, delivering, or managing development programs, whether as a dedicated L&D professional or as part of a broader HR, HRBP, or talent role. Proven ability to consult with business leaders, diagnose capability or performance gaps, and translate them into practical solutions. Experience leading people or managing a team, project team, or significant cross-functional initiative. Track record of using data and stakeholder feedback to measure program effectiveness and drive continuous improvement. Bachelor's degree in Human Resources, Organizational Psychology, Education, Business, or a related field, or equivalent practical experience.

Preferred Qualifications

Leadership development experience, including manager programs, leadership journeys, or competency frameworks. Hands-on experience with LMS/LXP platforms, digital learning tools, or AI-enabled learning solutions. Exposure to skills taxonomies, career pathing, or talent and succession processes. Experience in a global, matrixed, or industrial/manufacturing environment. Relevant certifications (e.g., ATD/CPTD, SHRM, CIPD, coaching, or assessment certifications); not required. Candidates with broader HR backgrounds (e.g., HR Business Partner, Talent Management, or Organizational Development) who bring strong capability-building and consulting experience are encouraged to apply.