Manager, Learning & Development

Flowserve; Irving (TX); On-site; USD 85,000 - 120,000; Full time

Job summary

Flowserve is seeking an experienced L&D leader to drive leadership development, skills taxonomy, and performance-focused learning across a global manufacturing context. The role oversees the learning lifecycle, partner programs, and AI-enabled solutions to close capability gaps and deliver measurable business impact.

You will collaborate with HRBPs, Talent, and cross-functional teams to embed learning in business priorities, optimize the portfolio, and lead a high-performing L&D team.

Qualifications

• 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.

Responsibilities

• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.

Job description

Company Overview:

Flowserve is a global manufacturer of pumps, valves, seals, and aftermarket services, delivering comprehensive flow control solutions that support essential industries such as energy, clean water, and pharmaceuticals. If you're looking for a culture built on ingenuity, innovation, and excellence, Flowserve offers the opportunity to put your experience in motion. Whether you're an individual contributor or a people leader, you'll find meaningful opportunities for professional growth, competitive rewards, and a workplace grounded in our core values: People, Safety, Integrity, Ownership and Ingenuity. At Flowserve, we're inspired by what we can achieve together - creating extraordinary flow control solutions that strengthen today's world while building tomorrow.

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.

Req ID : R-21839

Job Family Group : Human Resources

Job Family : HR Talent Management

EOE including Disability/Protected Veterans. Flowserve will also not discriminate against an applicant or employee for inquiring about, discussing or disclosing their pay or, in certain circumstances, the pay of their co-workers. Pay Transparency Nondiscrimination Provision

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