Sr. Manager, Learning & Development

LEO Events; Nashville (TN); On-site; USD 100,000 - 150,000; Full time

Job summary

LEO Events is seeking a Sr. Manager, Learning & Development to lead the systems, programs, and partnerships that help employees build skills, strengthen performance, and grow throughout their careers.

You will shape the learning roadmap, manage learning tech, and strengthen onboarding and leadership development. Partner with People & Process, department heads, and program leads to translate business needs into effective instruction, establish competency frameworks, and deliver companywide

Qualifications

• Significant experience in learning and development, talent development, organizational development, HR, or a related field.
• Demonstrated ability to develop learning programs, competency frameworks, and practical employee resources.
• Experience implementing or administering an LMS or comparable learning platform.
• Strong facilitation, communication, consulting, and project management skills.
• Ability to translate complex knowledge into clear instruction and use feedback and data to improve learning.
• Curiosity about LEO’s business and willingness to travel periodically for onsite learning and employee development.

Responsibilities

• Learning Strategy & Systems: Develop and maintain a phased learning and development roadmap and annual learning calendar aligned with business priorities and employee needs.
• Learning Strategy & Systems: Lead LMS implementation, launch, and administration, including learning assignments, employee access, completion tracking, and reporting.
• Learning Strategy & Systems: Partner with People to coordinate required training, maintain completion records, and follow up on outstanding requirements.
• Learning Strategy & Systems: Manage the approved learning budget and external vendors and use feedback and data to assess effectiveness and improve programs.
• Competencies & Career Development: Establish a common competency framework and partner with Department Heads to define role-specific skills, observable behaviors, and proficiency expectations at each job level.
• Competencies & Career Development: Connect competency expectations to learning resources, development goals, and practical experiences.
• Competencies & Career Development: Develop cross-functional learning opportunities, including department immersions, shadowing, onsite learning, and stretch assignments in partnership with Systems & Development and department leadership.
• Competencies & Career Development: Create consistent tools for developmental feedback, checkpoints, and tracking skill progression.
• Learning Programs & Leadership Development: Design and deliver engaging companywide learning through workshops, presentations, digital resources, and experiential learning.
• Learning Programs & Leadership Development: Build structured development programs for new and experienced leaders aligned with LEO’s People Leader Expectations.
• Learning Programs & Leadership Development: Equip supervisors and program leads with practical tools for coaching, feedback, accountability, and employee development.
• Learning Programs & Leadership Development: Help subject matter experts translate their knowledge into effective instruction and engage external experts when specialized support is needed.

Skills

Learning & Development

Talent Development

Organizational Development

LMS Implementation

Facilitation

Project Management

Communication

Data-driven Improvement

Travel willingness

Tools

LMS

Job description

Description

Position Summary:

The Sr. Manager, Learning & Development leads the systems, programs, and partnerships that help LEO employees build skills, strengthen performance, and grow throughout their careers.

Working with People & Process, Department Heads, supervisors, and program leads, this role develops LEO’s learning roadmap, manages learning technology and required training, strengthens onboarding and leadership development, and establishes consistent competency and career progression frameworks. This role equips internal experts and external partners to deliver practical learning grounded in LEO’s business.

Key Responsibilities

Learning Strategy & Systems

• Develop and maintain a phased learning and development roadmap and annual learning calendar aligned with business priorities and employee needs.
• Lead LMS implementation, launch, and administration, including learning assignments, employee access, completion tracking, and reporting.
• Partner with People to coordinate required training, maintain completion records, and follow up on outstanding requirements.
• Manage the approved learning budget and external vendors and use feedback and data to assess effectiveness and improve programs.

Competencies & Career Development

• Establish a common competency framework and partner with Department Heads to define role‑specific skills, observable behaviors, and proficiency expectations at each job level.
• Connect competency expectations to learning resources, development goals, and practical experiences.
• Develop cross‑functional learning opportunities, including department immersions, shadowing, onsite learning, and stretch assignments in partnership with Systems & Development and department leadership.
• Create consistent tools for developmental feedback, checkpoints, and tracking skill progression.

Learning Programs & Leadership Development

• Design and deliver engaging companywide learning through workshops, presentations, digital resources, and experiential learning.
• Build structured development programs for new and experienced leaders aligned with LEO’s People Leader Expectations.
• Equip supervisors and program leads with practical tools for coaching, feedback, accountability, and employee development.
• Help subject matter experts translate their knowledge into effective instruction and engage external experts when specialized support is needed.

Onboarding & Knowledge Access

• Own the learning strategy for employees’ first six months, partnering with People on coordination and supervisors on role‑specific development.
• Establish quarterly department sessions for new hires to build business knowledge and cross‑functional understanding.
• Partner with Business Process Management and department experts to translate approved SOPs into training and accessible resources.
• Support the intranet’s learning structure and coordinate with content owners to keep resources current.

Employees remain responsible for participation and follow-through. Supervisors and program leads own coaching and teaching the work. Department leadership owns technical expectations, performance management, and promotion decisions.

Qualifications

• Significant experience in learning and development, talent development, organizational development, HR, or a related field.
• Demonstrated ability to develop learning programs, competency frameworks, and practical employee resources.
• Experience implementing or administering an LMS or comparable learning platform.
• Strong facilitation, communication, consulting, and project management skills.
• Ability to translate complex knowledge into clear instruction and use feedback and data to improve learning.
• Curiosity about LEO’s business and willingness to travel periodically for onsite learning and employee development.

Competencies

• Strategic Planning & Prioritization: Builds realistic plans and balances development needs with business priorities and available resources.
• Learning Design & Facilitation: Creates engaging learning with clear objectives and practical application.
• Consulting & Judgment: Identifies underlying needs and determines when training or another solution is appropriate.
• Collaboration & Influence: Builds partnerships, clarifies ownership, and gains commitment across departments.
• Project Management & Accountability: Coordinates stakeholders, addresses barriers, and follows through on milestones.
• Communication & Knowledge Translation: Makes complex information clear and relevant to different audiences.
• Learning Technology & Measurement: Uses systems and data to manage learning and assess its effectiveness.
• Business Acumen & Adaptability: Understands LEO’s operating demands and adjusts development solutions as needs change.

Physical Requirements and Work Environment

The physical demands and work environment of this position vary depending on office, travel, and program assignments.

This position is primarily office-based and may require extended periods of sitting and computer work. Occasional onsite program responsibilities may involve standing or walking for extended periods, navigating large venues, working extended or irregular hours, and lifting or carrying items weighing up to 25 pounds. Onsite conditions may include varying temperatures, noise levels, crowds, and indoor or outdoor environments.

The employee must be able to perform the essential functions of the position, with or without reasonable accommodation.

Company Summary

LEO Events is an award-winning, people-first experiential agency and part of the Hoffmann Family of Companies. Since our formation in 2012, we've built a reputation for delivering bold ideas, exceptional quality, and measurable value, shaping some of the industry's most successful experiences for the biggest brands in business.