Manager - Learning & Development

The Learning Development (LD) Manager is responsible for designing and delivering targeted learning programs that support the growth and development of engineering and product teams. This role involves a deep understanding of technical skills, product lifecycles, and the organization s strategic goals. The LD Manager will work collaboratively with cross-functional leaders to align training initiatives with business needs, ensuring engineers and product managers are equipped with the knowledge and skills required to innovate and drive the company s success.

• Needs Assessment Skill Gap Analysis:
• Conduct regular learning needs assessments for engineering and product teams.
• Collaborate with engineering and product leaders to identify skill gaps in technical knowledge, product development processes, and leadership capabilities.
• Curriculum Design Development:
• Design and implement training programs tailored to the needs of both technical and product teams, covering topics such as software development, agile methodologies, product management, and innovation.
• Leverage subject matter experts (SMEs) from both the engineering and product teams to ensure that training materials are relevant, accurate, and engaging.
• Learning Program Delivery:
• Manage the rollout of technical training programs, product workshops, and onboarding sessions for engineers and product managers.
• Facilitate or oversee instructor-led, online, and on-the-job training, ensuring smooth delivery and high engagement from participants.
• Performance Measurement Feedback:
• Define success metrics and KPIs for all LD initiatives, particularly focusing on improvements in product development cycles, code quality, and cross-team collaboration.
• Tailor training programs for specific engineering teams, whether they are focused on backend development, cloud architecture, DevOps, etc., ensuring the relevance of the learning material.
• Regularly assess the impact of training programs and gather feedback from participants and stakeholders to continuously improve learning content and delivery methods.
• Learning Technology Innovation:
• Use the latest learning technologies (e.g., Learning Management Systems, coding platforms, and collaborative tools) to enhance the efficiency and effectiveness of training programs.
• Stay updated on emerging trends in engineering, product management, and learning techniques to ensure the LD function remains agile and innovative.
• Leadership Development:
• Design and implement leadership development programs for emerging engineering and product leaders, equipping them with the necessary skills to manage cross-functional teams and lead projects to success.
• Project Management:
• Oversee the end-to-end management of multiple learning projects, ensuring they are delivered on time, within scope, and aligned with the strategic goals of the engineering and product teams.
• Budgeting Resource Management:
• Manage the LD budget for engineering and product functions, allocating resources effectively to maximize impact.

• 8+ years of work experience in the areas of talent and leadership development, organization development, group facilitation, training and training design.
• Cross-functional Collaboration:
• Build strong partnerships with engineering managers, product leaders, and other key stakeholders to understand their strategic goals and create learning initiatives that drive team performance.
• Serve as a key point of contact between LD, engineering, and product functions to ensure learning programs support product launches, technical innovation, and team development.
• Skill-gap Analysis -
• Experience in assessing performance gaps, analyzing learning needs, designing and developing customer-centric solutions, and evaluating the effectiveness of learning programs.
• Strong understanding of engineering and product management processes
• Ability to collaborate with technical teams and translate complex topics into accessible learning content.
• Project management skills -
• Handle multiple learning initiatives/interventions simultaneously. Analytical mindset to measure the effectiveness of learning programs.
• Ability to own and manage multiple concurrent projects effectively and maintain a high level of attention to detail, with a proactive approach to problem-identification and solving.
• Knowledge on how to use data and analytics to make informed decisions.
• Leverage knowledge of adult learning principles and best practices in learning needs assessments, design, development, implementations, and evaluation to advise the business on new learning programs.
• Familiarity with traditional and modern learning principles and training methods (mentoring, coaching, on-the-job or in classroom training, e-learning, workshops, simulations etc.)