Sr. Manager, Learning & Development

LEO Events, LLC; Nashville (TN); On-site; USD 110,000 - 170,000; Full time

Job summary

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

You will shape the learning roadmap, oversee learning technology, onboarding, and leadership development, delivering practical programs grounded in LEO’s business. You will collaborate with People & Process, department heads, and program leads to translate expertise into effective

Qualifications

• Significant experience in learning and development, talent development, organizational development, HR, or a related field.
• Experience developing learning programs, competency frameworks, and practical 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.
• Willingness to travel periodically for onsite learning and employee development.
• Strategic planning and prioritization.
• Learning design and facilitation.
• Consulting and judgment; collaboration and influence; project management and accountability.

Responsibilities

• Develop and maintain a phased L&D 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.
• 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.
• 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.

Skills

Learning & development expertise

Competency frameworks

LMS knowledge

Facilitation & communication

Project management

Data-driven decision making

Travel willingness

Strategic planning

Learning design & facilitation

Collaboration & influence

Tools

LMS platforms

Job description

About this position

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

• • 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.
• • 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.
• • 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
• • 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
• • Curiosity about LEO’s business and willingness to travel periodically for onsite learning and employee development.
• • 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
• • Project Management & Accountability: Coordinates stakeholders, addresses barriers, and follows through on milestones.
• • Communication & Knowledge Translation: Makes complex information clear and relevant
• • 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.

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