Global Learning Development Manager Jobs in Kentucky

The Career Development and Mobility Lead will lead the creation and implementation of GM’s career development and mobility strategy, providing mobility opportunities for the employee base, including redeploying those whose work is changing due to business transformation, evolving operating model and capability needs, and technology adoption, with a particular emphasis on skilled trades and adjacent manufacturing populations. This leader will shape strategy, build operating plans, and lead a small team responsible for connecting career development and navigation, skills insights, internal mobility, learning pathways, tuition assistance, and external nonprofit partnerships into a practical career navigation and redeployment model that helps employees move into viable future roles. This role serves as a senior people leader and strategic partner to HR, Global Learning & Development, Talent Management, People Analytics, manufacturing leaders, and other business stakeholders. The successful candidate will translate enterprise strategy, workforce shifts and changing skill demands into clear talent actions, reskilling pathways, and internal movement strategies that are equitable, scalable, data-informed, and aligned to GM’s business priorities.

• Define and lead an enterprise career development and redeployment strategy, inclusive of employees whose work is materially impacted by changing business needs, evolving work design, and technology adoption, creating pathways that prioritize internal mobility, reskilling, and long-term workforce sustainability.
• Align the enterprise strategy with strategic workforce plans, organizational design decisions, and investments in automation and emerging technologies across business units, considering implications for a global workforce.
• Build a practical operating model that connects workforce disruption and emerging capability shifts to job profiles, leveling guides, Talent Profiles, learning resources, and internal opportunity pathways so employees can move from skill-gap insight to action.
• Partner with business leaders, HR, and talent stakeholders to identify populations at risk, diagnose skill gaps, and recommend targeted interventions that include learning and non-learning solutions.
• Lead the design and use of redeployment pathways that leverage internal learning and development programs, tuition assistance, and external nonprofit redeployment organizations to support transitions into future-relevant roles.
• Establish a skilled-trades-focused redeployment approach informed by a deep understanding of technical, production, and manufacturing capability needs, while also scaling solutions for broader enterprise populations navigating changing work and capability requirements.
• Translate enterprise and functional priorities into multi-year roadmaps, annual objectives, governance routines, and measurable outcomes for redeployment, reskilling, and workforce transition efforts.
• Lead a small team of program managers or related talent professionals, providing direction, coaching, development, and performance management while building capability and accountability within the team.
• Create partnerships across Global Learning & Development, Talent Management, Talent Acquisition, People Analytics, HRBPs, Corporate Strategy, and business leaders to align career development and redeployment strategy with hiring, internal mobility, workforce planning, and capability building decisions.
• Use data, benchmarking, workforce insights, and business context to identify trends and early signals from emerging business, technology, and operating model shifts; run workforce and skills scenario planning, and shape recommendations, and influence leaders on complex trade-offs related to redeployment, reskilling, and role transition priorities.
• Establish and track success measures such as redeployment outcomes, learning-to-skills engagement, internal pipeline health, employee experience, and readiness for future roles.
• Embed responsible and effective use of AI into the redeployment model, including how AI can improve skills insight, career navigation, personalized recommendations, and learning access while preserving sound human judgment and appropriate governance.

• Bachelor’s degree in Human Resources, Organizational Development, Education, Learning and Development, Business, Manufacturing, Operations, or a related field.
• 10+ years progressive delivery of career development and deployments strategies.
• Proven experience shaping and executing enterprise career development strategies in response to material business, technology, or operating model shifts.
• Demonstrated ability to integrate strategic workforce planning, talent architecture, and reskilling/redeployment strategies into cohesive, multi-year plans.
• Significant experience leading enterprise or large-scale learning, talent, workforce, or redeployment-related initiatives with measurable business impact.
• Applied and demonstrated experience in job architecture principles, including job families, career levels, leveling criteria, related methodologies to compensation and career frameworks, and HRIS and talent platforms used to maintain job architecture data.
• People leadership experience, including leading program managers or similarly scoped professional teams.
• Deep knowledge of skilled trades capability needs and strong familiarity with manufacturing, technical, or operations environments.
• Proven ability to translate complex business challenges into practical strategies, operating plans, and scalable solutions.
• Strong capability in skills-gap analysis, workforce planning, and data-informed decision-making.
• Demonstrated success influencing senior leaders and aligning multiple stakeholders in ambiguous, high-visibility environments.
• Excellent written and verbal communication skills, with the ability to clearly articulate strategy, recommendations, and business impact to varied audiences.

• Advanced degree in a related field.
• Experience in automotive manufacturing or large-scale industrial environments.
• Experience with internal mobility, career development, workforce transformation, or technology-enabled talent strategies.
• Familiarity with learning ecosystems that include structured learning, mentorship, stretch assignments, career tools, and skills-based navigation.
• Experience building external partnerships with nonprofit, academic, or community-based organizations in support of workforce transitions.
• Knowledge of change management, human performance improvement, and continuous improvement methodologies.

Employees navigating changing work requirements have clearer, faster pathways to adjacent and future roles.

Skilled trades populations have credible redeployment options supported by targeted learning, practical skill-building, and role visibility.

Leaders have a consistent framework for making redeployment decisions that balances employee experience, business need, and workforce capability priorities.

GM improves internal mobility, strengthens learning-to-skills engagement, and reduces friction in how employees navigate growth opportunities.

The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate.

The salary range for this role is $ 164,400 - $251,800.

GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc).

This role is based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}.

The selected candidate will be required to travel <25% for this role. This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.

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