Learning And Development Manager Jobs in Stow, OH

Learning & Development Manager

Partnering with the Senior Director of Learning and Talent Management, the Learning & Development Manager is accountable for enrichment and cohort programs that support the growth and development of talent at all levels within NRP. This individual will be responsible for developing and implementing learning and development programs that align with NRP’s key business strategies and initiatives. Scope of programs includes leadership, management, and core competency development, with the flexibility to design and lead new programs as organizational needs evolve. The successful candidate will be creative, ready to perform in a fast‑paced environment, committed to continuous learning, an innovative and critical thinker, comfortable with ambiguity, and will see this as an opportunity to collaborate and build programs that will have a significant impact on the company. This role is also responsible for the supervision and development of team members who design, deliver, and continuously improve these programs.

• Collaborates with the Senior Director of Learning and Talent Management and consults with leaders and HR partners across NRP to understand and align learning and development strategies to strategic business priorities.
• Conducts needs assessments, leveraging stakeholder interviews, performance data, and skills gap analyses to recommend, develop, and implement appropriate learning and development solutions.
• Stays current on learning trends, technology, and best practices in leadership and talent development to bring innovative solutions to NRP.

• Uses proven instructional design methodology and adult learning principles to research, design, develop, and deliver complete learning solutions on a variety of topics including role‑based, professional development, management, and leadership content.
• Applies delivery mediums that match both the subject matter and learning objectives, including programs, curriculum, instructor‑led sessions, virtual instructor‑led sessions, e‑learning/on‑demand, job aids, videos, and other training and learning resources.
• Utilizes e‑learning/on‑demand authoring tools to create engaging, interactive asynchronous learning programs.
• Applies blended learning approaches to maximize learner engagement, retention, and application on the job.

• Conducts onboarding activities to enhance the new hire experience from day one through the first 90 days.
• Conducts new leader onboarding activities for newly hired and newly promoted people managers, including coaching, assessments, and programs to ensure leaders achieve time‑to‑effectiveness milestones during their critical first months.

• Develops and executes effective leadership programming for emerging and mid‑level leaders to support the organization’s strategic objectives and strengthen NRP’s leadership pipeline.
• Provides oversight and guidance for Property Management enrichment programming for talent at all levels within NRP.
• Designs and leads additional enrichment, cohort, and talent development programs as new needs are identified.

• Uses a variety of assessment tools (360s, EQ, Hogan, and similar instruments) to help leaders build self‑awareness and improve effectiveness.
• Assists leaders in building development plans and coaches to execution as needed.
• Develops, documents, and tracks progress on individual development plans, providing coaching for individuals and leaders to improve or enhance skills.

• Evaluates and measures the impact of learning and coaching engagements using appropriate evaluation frameworks to capture learner reaction, capability or knowledge gained, behavior change, and business impact.
• Tracks and reports on key learning and development metrics, including program completion rates, learner satisfaction, time‑to‑effectiveness for new leaders, internal mobility/promotion rates among program participants, and retention of high‑potential talent.
• Uses data and feedback to refine, scale, or replace programs as appropriate, and recommends additional developmental solutions to improve performance deficiencies or enhance performance.

• Directly supervises L&D team members, setting goals and expectations, providing regular coaching and performance feedback, and supporting employee professional development.
• Provides support on other learning, leadership development, talent management, and organizational development initiatives, processes, and projects as needed.
• Performs other duties as assigned.

• Education: Bachelor’s degree in Human Resources, Organizational Development, Education, Business, or a related field required; Master’s degree preferred.
• Experience: Minimum 7 years of progressive experience in learning and development, leadership development, organizational development, or a related field; demonstrated experience designing and delivering leadership and management development programs; prior people leadership experience preferred.
• Technical Skills: Proficiency in instructional design methodology and adult learning principles; hands‑on experience with e‑learning authoring tools (e.g., Articulate, Captivate, Rise) and Learning Management Systems; strong skills in Microsoft Office Suite; comfort with virtual learning platforms and collaboration tools.
• Certifications: Coaching certification (e.g., ATD) and/or assessment certifications (e.g., Hogan, EQ‑i, 360 instruments) preferred.
• Driver’s License Required: Yes.
• Other Requirements: Strong facilitation, presentation, written, and verbal communication skills; demonstrated ability to coach and develop leaders at multiple levels; ability to manage multiple programs and priorities simultaneously; strong consultative, business acumen, and stakeholder management skills; comfort with ambiguity and a learner’s mindset.

• Commission and bonus opportunities
• Paid vacation and sick leave
• 11 paid holidays
• Paid maternity & parental bonding leave
• Short & long term disability
• Medical/Dental/Vision/Life Insurance
• 401(k) Match
• Training, certification, & growth opportunities
• Employee referral & recognition programs

$100,000 to $125,000 annually, commensurate with experience and qualifications.

The NRP Group is committed to a policy of assuring that all employees and applicants for employment are recruited, hired, assigned, placed, transferred, demoted, laid off, terminated, paid, trained, and generally treated during employment on the basis of qualifications and merit; without discrimination due to color, race, religion, sex (including pregnancy or marital status), sexual orientation, gender identity and expression, age, national origin, ancestry, veteran status, military status, disability, genetic information, citizenship, or any other classification or activity protected by federal, state, and local law and ordinances.