Learning And Development Program Manager Jobs in Chicago, IL

At CF Industries, our mission is to provide clean energy to feed and fuel the world sustainably. Our employees are focused on safe and reliable operations, environmental stewardship, and disciplined capital and corporate management. By joining CF, you will be part of a team that brings their varied experiences, wide-ranging knowledge and diverse talents together to deliver important work and you'll be able to pursue complex, exciting opportunities that help you continue to grow and achieve your potential in different areas. You'll take pride in working for a company that lives its values and where you can be yourself at work, as part of an authentic team that encourages you to share your views and opinions. Our eight manufacturing complexes in the United States, Canada, and the United Kingdom, an unparalleled storage, transportation and distribution network in North America, and logistics capabilities enabling a global reach underpin our strategy to leverage our unique capabilities to accelerate the world's transition to clean energy.

Function:

Human ResourcesJob Summary:The Learning and Development Manager is responsible for designing, leading, and executing enterprise-wide leadership development and learning initiatives that strengthen organizational capability, accelerate leadership readiness, and support business performance across CF Industries. This role serves as a strategic partner to HR and business leaders, translating organizational priorities into scalable talent development solutions.
The Learning and Development Manager oversees the learning ecosystem, including leadership development, professional skills development, learning technology, and enterprise learning strategy. The role is responsible for identifying capability gaps, developing learning roadmaps, driving adoption of modern learning solutions, and measuring the impact of development initiatives on employee growth, engagement, succession readiness, and business outcomes.
Combining strategic planning with operational excellence, this position ensures the delivery of innovative, learner-centered experiences through effective use of learning technologies, instructional design, data analytics, and stakeholder collaborationJob Description:

• Develop and execute an enterprise learning and development strategy aligned with business strategies and objectives, workforce needs, and organizational priorities.
• Partner with senior leaders, HR Business Partners, and functional leaders to identify organizational capability gaps and create targeted development solutions.
• Lead the design, implementation, and maintenance of leadership development programs that build leadership effectiveness, succession readiness, and organizational capability at all levels.
• Create and maintain enterprise learning roadmaps focused on critical skill development, future workforce capabilities, and employee career growth.
• Drive a culture of continuous learning by promoting innovative approaches, self-directed learning, and development opportunities across the organization.
• Support enterprise talent management initiatives including succession planning, talent reviews, high-potential development, onboarding, employee engagement, inclusion and belonging, and change management efforts.
• Partner with external vendors, executive coaches, and subject matter experts to deliver best-in-class development experiences.
• Evaluate emerging learning trends, leadership frameworks, and workforce development practices to continuously enhance learning offerings.
• Stay informed of industry trends, emerging technologies, and innovative practices in learning, leadership development, and talent management.
• Lead the design, development, and maintenance of engaging digital learning solutions utilizing instructional design principles and adult learning methodologies.
• Create and curate learning content using tools such as Articulate Storyline, Rise, video-based learning, and other digital learning platforms.
• Establish success metrics and evaluation methodologies to measure learning effectiveness, leadership capability growth, and business impact.

Incumbent Attributes:

• Education: BS/BA in a related field or equivalent experience typically required to complete all essential job functions.
• Years of experience: At least 5 years of related professional experience is typically required to complete all essential job functions.
• Other unique job relevant attributes:
  • Demonstrated strong consultative, relationship building, interpersonal and influence skills in dealing with all levels of management. Strong instructional and program design and execution skills. Effective at quickly establishing credibility and developing working relationships.
  • Proficient in Microsoft Office (Excel, PowerPoint and Word)
  • Ability to travel as required

Position Scope/Contribution

• Breadth of Scope: Scope is typically based on a single functional area or but may manage multiple functional areas. Typically provides broad coordination across functions given the nature of a second level manager. Impact is generally limited to functions managed however may vary based on the specific role.
• Communications and Interpersonal Skills: Regularly communicates both in writing and verbally. Communicates with broad range of contacts. Information exchanged requires advanced knowledge in multiple areas. Moderate influence and persuasion are expected, particularly with regard to subordinates.
• Complexity: Able to solve typical problems that are encountered. Able to diagnose most situations by interpreting data and comparing to similar scenarios. Work involves detailed planning of own activities and immediate work team. May involve resource planning beyond work team. Advanced level of logical reasoning and critical thinking are required.
• Decision Making Authority: Decisions are complex and impact area(s) managed and possibly impact areas not directly managed. More independent judgment is expected and used. Has accountability for the performance and results of a team within own discipline or function. Receives guidance and oversight from manager.
• Financial Accountability: Given the size and scope of the function, revenue and expense are impacted based on the manager's performance and results of oneself and those managed.
• Strategic Influence: Primarily impacts the execution and achievement of short-term and long term strategies through employees directly and indirectly managed. May also participate in the execution and achievement of long-term strategies. Decisions made are likely to impact the business on a short-term basis

Estimated base pay for the position is typically between: $99,500 -$139,900

The actual base pay for the position may be influenced by factors such as education, training, skills, qualifications, competencies, years of experience, job-related knowledge, and scope of the role, and could be outside of the posted pay range.

In addition to base pay, an incentive program is available to all full-time employees, and a comprehensive benefits package including two medical plan options, a health savings plan with a company contribution and a match, dental and vision benefits, a well-being incentive program, 401(k) Plan which provides a potential of receiving between 10% and 13% of employer's contribution, life and disability insurance, paid time off programs and much more! Additionally, we offer several Flexible Work Arrangements to support a healthy work-life balance.

For more detailed information on the CF programs, please visit our Total Rewards website at: https://cftotalrewards.com/.

FMLA:

https://www.dol.gov/whd/regs/compliance/posters/fmlaen.pdf

Employee Polygraph Protection Act

https://www.dol.gov/whd/regs/compliance/posters/eppac.pdf

• Employees in Canada can learn more about their rights by viewing the "Canadian Human Rights Act".

Notice Regarding Potential Use of Artificial Intelligence in the Recruitment Process

As part of our recruitment process, CF Industries may use automated tools, including artificial intelligence ("AI") and machine learning technologies, to assist recruiters in identifying and prioritizing candidates whose qualifications align with job-related criteria, including information provided during the application process such as resumes, work history, education, qualifications, and responses to application questions. These tools support but do not replace human decision-making, and all final employment decisions are made by our Talent Acquisition team and/or hiring managers exercising independent judgment.

If you need any assistance seeking a job opportunity at CF Industries, need reasonable accommodation with the application process, or have questions about our use of AI, please call 847-405-2400 or contact us attalentacquisition@cfindustries.com.

JOIN OUR TALENT NETWORK