Learning And Development Manager

Job description

**Description for Internal Candidates** The L&D manager Learning Engagement is responsible for increasing learner participation, strengthening the visibility of learning programs, and creating engaging learning experiences that improve adoption and business impact. This role combines learning operations, learner engagement, internal branding and experience design to ensure L&D offerings are visible, relevant, and actively used across the organization. **Key Responsibilities** **Learner Engagement and Experience** - Design and execute learner engagement plans for enterprise-wide learning initiatives. - Create engaging learner journeys across pre-launch, launch, reinforcement, and post-completion stages. - Develop learner personas and segment audiences to tailor communication and engagement strategies. - Improve learner experience by identifying friction points in registration, access, navigation, and completion. - Introduce interactive engagement mechanisms such as quizzes, polls, challenges, leaderboards, and recognition programs. - Build ongoing participation models through learning communities, cohorts, and peer discussions. **Program Adoption and Activation** - Drive awareness and adoption of mandatory, role-based, leadership, digital, and professional development programs. - Build activation strategies to improve enrollments, completions, repeat usage, and program stickiness. - Create onboarding journeys for new hires to accelerate early learning platform adoption. - Track underutilized programs and create targeted interventions to improve participation. - Support enterprise capability-building initiatives by ensuring strong learner pull and sustained adoption. **Learning Campaign Management** - Plan and execute enterprise learning campaigns around compliance, leadership development, digital transformation, certifications, and strategic skill-building. - Create annual and quarterly campaign calendars aligned to business priorities. - Run thematic learning campaigns such as learning weeks, skill months, certification drives, or leadership learning series. - Manage campaign assets, timelines, approvals, distribution lists, and communication schedules. - Build and maintain a strong L&D brand identity across all learner-facing assets and channels. **Learning Program Support Activities** - Support the rollout of instructor-led, virtual instructor-led, self-paced, blended, and cohort-based learning programs. - Coordinate with program owners to ensure learner communication, nomination tracking, reminders, and completion follow-ups are managed effectively. - Ensure learning assets are easy to access, well-organized, and promoted effectively in the LMS/LXP. **Community Building and Learner Advocacy** - Establish learner ambassador, champion, or advocate programs to promote participation across business units. - Identify influential learners, managers, and leaders to act as learning sponsors and champions. - Foster a culture where learning is visible, celebrated, and integrated into daily work. **Content Curation and Learning Promotion** - Curate learning playlists, role-based recommendations, featured programs, and monthly learning highlights. - Promote relevant content based on business priorities, trending skills, and seasonal campaigns. - Support content discoverability by improving metadata, tagging, thumbnails, and learner-facing descriptions. - Work with SMEs and content owners to package learning in ways that improve appeal and consumption. - Highlight certifications, badges, pathways, and career-linked learning opportunities. **Stakeholder and Cross-Functional Collaboration** - Partner with L&D program managers, instructional designers, facilitators, and HR teams to improve learner participation. - Work closely with internal communications, marketing, IT, and platform teams on campaigns and learner experience improvements. - Engage business leaders and people managers to reinforce learning participation and program value. **Facilitation and Event Support** - Moderate learning events, webinars, and panel sessions. - Coordinate learner orientation sessions before program launches. - Support post-program reinforcement sessions and alumni touchpoints. **Qualifications** - 8–11 years of experience in Learning and Development, learner engagement, internal communications, employee experience, or learning operations. - Demonstrated experience in driving program adoption, learner communication, and engagement campaigns. - Strong understanding of enterprise L&D processes, learner lifecycle, and learning technologies. - Experience working with LMS/LXP platforms and digital learning environments. - Excellent communication, copywriting, stakeholder management, and campaign execution skills. - Ability to analyze learning data and convert insights into action plans. - Bachelor’s degree in HR, Communications, Marketing, Education, Business, or related field.