4444-Manager - Learning Partners

Job description

**People EXperience At Innovaccer** We are passionate about people; we foster professional growth and make a positive impact on individuals' lives. The Px team is the cornerstone of our organization, and we strive to create a vibrant and inclusive workplace. Our mission is to empower, inspire, and unite every team member towards a shared goal. Join us today and play a crucial role in shaping an exceptional workplace. **About The Role** We're looking for a Manager - Learning Partners to lead the Learning Partners within Learning & Organizational Development. This is a player-coach leadership role: you'll set the direction, standards, and operating model for how Learning Partners engage the business, while personally acting as a strategic learning advisor to senior leaders across the organization. You'll own the Learning Partners charter end-to-end, shaping the annual learning strategy and OKRs, guiding and coaching a team of Learning Partners to consistently high standards, owning the vendor ecosystem and learning budget, and putting the governance and measurement in place that lets the function prove its impact. You'll also lead our Centers of Excellence (CoE) initiative, building the internal expert and facilitator communities that let Innovaccer teach and scale its own expertise. You'll be equally comfortable in a leadership review defining strategy and in a scoping room diagnosing a capability gap, because both are the job. You'll partner closely with Learning Operations and Education Technology (the other two L&OD sub-functions) and report into the L&OD Leader, translating enterprise priorities into learning that measurably moves performance. **A Day in the Life** Lead the Learning Partners Practice - Set the strategy, operating model, and quality standards for the Learning Partners function — defining how LPs intake, scope, prioritize, and deliver against business needs. - Guide, coach, and develop a team of Learning Partners — role-modelling consulting, facilitation, and design craft, and raising the bar on how the practice shows up for the business. - Own the LP charter's OKRs and annual learning plan, allocate capacity across mapped business units, and balance demand against the team's bandwidth. - Lead the Centers of Excellence (CoE) initiative end-to-end — establishing and scaling internal expert and facilitator communities, and owning their smooth execution, growth, and long-term success as a strategic capability for the organization. - Act as the senior escalation point for complex, high-stakes, or cross-functional learning needs, and represent Learning Partners in L&OD leadership forums **Learning Strategy & Business Partnership** - Serve as a strategic learning advisor to senior leaders — running business cadences and half-yearly leadership connects to align on capability priorities for the year ahead. - Lead the annual Training Needs Identification (TNI) / needs-analysis process, using performance-consulting techniques to diagnose root causes before prescribing solutions. - Translate enterprise and business-unit goals into a practical, prioritized learning roadmap, and personally own strategic accounts as the single point of contact. - Build trusted-advisor relationships with department heads, HRBPs, and learning SPOCs, and steer them from ad-hoc training requests toward outcome-driven learning. **Program Design, Delivery & Vendor Management** - Oversee the design and facilitation of blended learning solutions across the 70-20-10 spectrum — instructor-led and virtual programs, eLearning, coaching, and on-the-job learning. - Own the organization's flagship leadership, managerial, and behavioral programs (e.g., leadership development journeys, manager-transition and capability-enhancement programs) and leader fireside chats. - Source, evaluate, and manage external training partners and consultants — leading commercials, SOWs/agreements, quality, and aligning vendor roadmaps to internal priorities. - Own and steward the central learning budget, ensuring every learning investment is needs-driven, accountable, and tied to business outcomes. **Governance, Measurement & Impact** - Own the operating standards for the practice — the training SOP, RACI, TATs, and learning policies — keeping them current, followed, and audit-ready. - Define and measure success using structured evaluation (Kirkpatrick levels and ROI where warranted), moving the team from activity metrics toward behavior and business impact. - Build and review learning dashboards and closure summaries that make progress, participation, and outcomes visible to leadership. - Partner with Learning Operations and Education Technology on platform fulfillment, content build, and reporting across LMS and external Learning Platform. - Champion a strong learning culture using recognition, knowledge-sharing practices, and storytelling to make learning stick across the organization **Requirements** Must-Haves - 6-9 years of experience in Learning & Development, Organizational Development, or Talent Development, including experience leading a team or a learning practice (formally or as a functional lead). - Proven ability to partner with and influence senior business leaders — diagnosing needs through performance consulting and translating them into learning strategy. - Track record of designing and facilitating learning programs across leadership, functional, and behavioral domains. - Strong program and project management skills — running a portfolio of programs end-to-end across many stakeholders and tight timelines. - Experience owning learning measurement and evaluation (e.g., Kirkpatrick / Phillips ROI) and using data to drive decisions. - Experience sourcing and managing external training vendors, commercials, and a learning budget. - Hands-on with learning platforms / LMS (e.g., Docebo, SuccessFactors) and modern learning tools. - Excellent communication, facilitation, coaching,