Manager of Learning and Development

Paul Angell Foundation; Chicago (IL); Hybrid; USD 130,000 - 150,000; Full time

Benefits offered by this job

Hybrid work environment

Professional development funds

Parental leave

Job summary

The Paul Angell Foundation seeks a Manager of Learning and Development to lead organization-wide learning, staff development, and equity-focused initiatives. The role partners with the Talent and Culture team to translate values into leadership, coaching, and development programs.

Responsibilities include designing trainings, building scalable learning systems, and guiding performance management alignment with career development and organizational priorities.

Qualifications

• 8+ years of relevant professional experience.
• 6+ years in learning and development, organizational development, talent management, leadership development, HR, or related field.
• Experience designing and implementing L&D programs, including curriculum design, learning experience design, workshop and training design, and facilitation of adult learning experiences.
• Experience coaching managers and employees and supporting manager and leadership development.
• Experience managing or significantly supporting performance management, employee development, and feedback processes.
• Experience supporting equity, culture, inclusion, or organizational development initiatives.
• Experience with learning systems and technology and the ability to build learning infrastructure for a growing organization.
• Strong facilitation, communication, relationship-building, project management, and organizational skills.
• Ability to work strategically while also managing day-to-day implementation of learning and development initiatives.
• Ability to work effectively across departments and with employees and leaders at all levels.
• Experience building or significantly expanding a learning and development function within a growing organization.
• Experience selecting, implementing, or administering an LMS or similar technology.
• Experience developing manager or leadership development programs.
• Experience with 360-degree feedback, career frameworks, succession planning, coaching, or talent development.
• Experience working in philanthropy, nonprofit, or another mission-driven environment is helpful but not required.

Responsibilities

• Develop and implement Paul Angell’s organization-wide learning and development strategy.
• Translate organizational priorities into learning and development priorities.
• Develop and facilitate trainings, workshops, coaching, and other development opportunities.
• Build learning systems, tools, and processes that can scale, including evaluating and implementing an LMS.
• Evaluate learning initiatives and use feedback to strengthen learning approaches.
• Create learning and coaching opportunities for current and emerging managers and leaders.
• Strengthen management practices in feedback, communication, delegation, decision-making, collaboration, and change.
• Support employees and managers in identifying development goals and career pathways.
• Establish consistent expectations for effective management and leadership.
• Support workforce and succession planning by aligning needs with development.

Skills

Leadership development

Learning & development

Coaching

Facilitation

Communication

Project management

Equity & Inclusion

Strategic thinking

Cross-functional collaboration

Tools

Learning Management System (LMS)

Job description

The Paul Angell Foundation is committed to being a learning organization where employees continue to develop their skills, grow in their careers, and adapt as the Foundation evolves. The Manager of Learning and Development will lead organization-wide learning and staff development efforts, including manager and leadership development, career development, team learning, performance management, and equity-focused learning and organizational initiatives.

A key focus of this role will be helping translate Paul Angell’s values, culture, equity commitments, and organizational priorities into how we lead, manage, collaborate, communicate, and work together as one Foundation. The Manager will develop andfacilitatetrainings, provide coaching and resources, and partner with leaders and teams toidentifyand address development needs. As Paul Angell grows, this role will also help build the systems and infrastructure needed to support learning and development at scale.

The Manager will be an active member of the broader Talent and Culture (HR) team, contributing to cross-departmental initiatives, organizational learning, staff committees, workforce and succession planning, and other HR priorities as needed. The Manager of Learning and Development will report to theDirectorof Talent and Culture.

Learning & Development Strategy

• Partner with the Director of Talent and Culture to develop and implement Paul Angell’s organization-wide learning and development strategy.
• Partner closely with the Leadership Team and Director of Talent and Culture to understand current and future team, organizational, and leadership needs and translate those needs into learning and development priorities.
• Develop andfacilitatetrainings, workshops, coaching, and other development opportunities aligned with organizational needs.
• Build learning systems, tools, and processes that can scale as Paul Angell grows, including evaluating and eventually implementing a formal learning management system.
• Evaluate learning initiatives and use feedback and organizational needs to continuously strengthen Paul Angell’s approach.

Manager, Leadership & Career Development

• Develop learning and coaching opportunities for current and emerging managers and leaders.
• Strengthen management practices in areas such as feedback, communication, delegation, decision-making, collaboration, conflict management, and leading through change.
• Support employees and managers inidentifyingdevelopment goals, career pathways, and opportunities to build skills for current and future responsibilities.
• Partner with the Director of Talent and Culture to establish and reinforce consistent expectations for effective management and leadership.
• Support workforce and succession planning by connecting future organizational needs with employee and leadership development.

Performance Management & Employee Development

• Manage the Foundation’s performance management cycle, including goal setting, mid-year reviews, year-end reviews, communications, tools, and related training.
• Manage the 360-degree feedback process for managers and support managers in translating feedback into development priorities.
• Develop tools and resources that strengthen goal setting, feedback, performance conversations, and employee development.
• Identifybroader development needsemergingthrough performance management and employee feedback and recommendappropriate learningor coaching.
• Connect performance management with career development, organizational priorities, and Paul Angell’s values.

Equity, Culture & Organizational Development

• Help lead Paul Angell’s organizational equity work and serve in a leadership or chair role on the Foundation’s internal equity committee or related staff structures.
• Integrate equity throughout learning, manager development, performance management, career development, and otherpeoplepractices.
• Develop learning opportunities that strengthen employees’ ability to work across differences, engage in constructive dialogue, and understand equity and power.
• Help translate Paul Angell’s values and culture into shared expectations for how employees lead, manage, collaborate, communicate, and work together.
• Serve as a primary internal point of contact for external equity, learning, and change management consultants, as needed.
• Support culture, employee engagement, team development, and organizational change initiatives as Paul Angell grows.

Employee Learning & Knowledge Sharing

• Partner with Talent Acquisition and hiring managers to support the learning components of onboarding and employees’ transition into their roles.
• Help employees and managers effectively use professional development funds and opportunities, including conferences,trainings, coaching, and other learning experiences.
• Create opportunities for employees to share learning,expertise, and practices across teams and bring external learning back to the broader Foundation.
• Partner with the Learning and Impact Director, Program Directors, and other leaders toidentifyrole-specific development needs and strengthen consistency in how employees, including Program Officers, successfully carry out their work.
• Coordinate team learning and external facilitators, coaches, consultants, and other learning resources as needed.

Qualificationsand Skills

• 8+ years of relevant professional experience
• Approximately6+ years of experience in learning and development, organizational development, talent management, leadership development, human resources, or relatedfield.
• Demonstrated experience designing and implementing learning and development programs, including curriculum design, learning experience design, workshop and training design, and facilitation of adult learning experiences.
• Experience coaching managers and employees and supporting manager and leadership development.
• Experience managing or significantly supporting performance management, employee development, and feedback processes.
• Experience supporting equity, culture, inclusion, or organizational development initiatives.
• Experience with or understanding of learning systems and technology andanability to build learning infrastructure for a growing organization.
• Strong facilitation, communication, relationship-building, project management, and organizational skills.
• Ability to work strategically while also managing the day-to-day implementation of learning and development initiatives.
• Ability to work effectively across departments and with employees and leaders at all levels of an organization.
• Experience building or significantly expanding a learning and development function within a growing organization.
• Experience selecting, implementing, or administering a learning management system (LMS) or similar technology.
• Experience developing manager or leadership development programs.
• Experience with 360-degree feedback, career frameworks, succession planning, coaching, or talent development.
• Experience working in philanthropy, nonprofit, or another mission-driven environment is helpful but notrequired.

While employed in this position, the employee maybe requiredto perform other assignments not listed in this job description. The employee is an employee at will, meaning that either party mayterminatethe employment relationship at any time by written notice to the other. Nothing in this job description is to be deemed to create a contract of employment for a specific period.

COMPENSATION AND BENEFITS

The position is a salaried, exempt, full-time role with a starting salary range of $130,000 to $150,000 annually, depending on professional andlivedexperience.

Additionally, the Paul Angell Foundation offers a highly competitive comprehensive benefits package including:

• Healthcare: 100% paid Platinum PPO health insurance premium for employees and 80% for dependents or family.
• Dental and Vision: 100% paid premium for employees, dependents, and family.
• 403b retirement savings plan employer contributions match: After three months of employment, the Foundation will contribute up to 12% of the employee’s salary.
• In addition to vacation, holidays, wellness, and sick days, the Paul Angell Foundation offices are closed from December 26th through New Year’s Dayannuallyand employees’ salaries are paid during this closure.
• Twelve weeks of paid parental leave for a birth parent, non-birth parent, or adoption.
• We are committed to supporting your growth through professional development funds, tailored to your role and learning needs. We provide opportunities for collaboration, skill-building, and the time and space to grow in your career.

WORK ENVIRONMENT

• Currently, the position functions within a hybrid working environment with alternating remote and two to three on-site workdays and may have in-person obligations that grow over time.
• Rolerequiresoccasionaltravel forconferences and trainings.
• Occasional evening and weekend work is sometimesrequired.
• Occasional out-of-town travel isrequired.
• Must have reliable transportation for work-related duties.
• The Foundationmaintainsa smoke-free and drug-free work environment in compliance with federal, state, and local regulations.
• While performing the duties of this job, the employeeis regularly required totalk or hear and use hands tooperateequipment such as computers, phones, photocopiers, scanners, and filing cabinets. Reasonable accommodation will enable qualified individuals with disabilities to perform the position’s essential functions.
• This position is at-will, meaning either party mayterminatethe employment relationship at any time with written notice. Nothing in this job description is to be construed as creating a contract for employment for a specific duration.

OUR DIVERSITY AND EQUAL OPPORTUNITY CORE VALUE

Paul Angell Foundation is committed to equal employment opportunity and to compliance with applicable local, state, and federal antidiscrimination laws which prohibit discrimination and harassment against any employees or applicants for employment based on their actual or perceived race, color, religion, age, ancestry, marital status, protective order status, military status, sexual orientation, gender identity, gender expression, work authorization status, pregnancy and the potential or intention to become pregnant, AIDS/HIV status, medical condition, status as a victim of domestic, sexual, gender or criminal violence, certain arrest or criminal history records, lack of a permanent mailing address or a mailing address that is a shelter or social services provider, and use of lawful products outside of work during non-working hours.

We will not tolerate discrimination or harassment based upon these characteristics or any othercharacteristicprotected by applicable federal, state, or local law.