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Learning Development In Hospitality information

What is learning and development in hospitality?

Learning and development in hospitality refers to the process of training and educating employees within the hospitality industry—such as hotels, restaurants, and resorts—to improve their skills, knowledge, and performance. This can include onboarding, technical training, customer service workshops, leadership programs, and ongoing professional development. The goal is to enhance guest experiences, increase employee satisfaction, and support business growth by ensuring staff are well-equipped to meet industry standards and expectations.

What are the 5 C's of hospitality industry?

The 5 C's of the hospitality industry are Character, Courtesy, Cleanliness, Comfort, and Consistency. These principles are essential for hospitality professionals to deliver excellent guest experiences and maintain high service standards. Developing skills related to these areas can enhance a career in hospitality and customer service roles.

What skills do you develop in hospitality?

In hospitality, individuals develop skills such as customer service, communication, problem-solving, and teamwork. They also learn to manage time effectively, handle stressful situations, and often gain knowledge of industry-specific tools like reservation systems and point-of-sale software.

How to upskill in the hospitality industry?

Learning and development professionals in hospitality can upskill by pursuing industry-specific certifications such as ServSafe or HACCP, attending training workshops, and gaining experience in customer service, management, or food safety. Developing skills in communication, problem-solving, and technology tools like reservation systems can also enhance career growth.

What is the difference between Learning Development In Hospitality vs Hospitality Trainer?

AspectLearning Development In HospitalityHospitality Trainer
CredentialsTypically requires certifications in instructional design, adult learning, or hospitality managementOften requires certifications in hospitality, training, or related fields
Work EnvironmentDesigns and implements training programs within hotels, resorts, or hospitality companiesDelivers training sessions directly to staff in hospitality settings
Employer & Industry UsageUsed by hospitality organizations to develop employee skills and knowledgeCommonly employed as a role within hospitality companies or training agencies

Learning Development In Hospitality focuses on creating comprehensive training programs and curricula, while Hospitality Trainers primarily deliver training sessions directly to staff. Both roles aim to improve service quality but differ in scope and responsibilities.

What are the key skills and qualifications needed to thrive as a Learning and Development professional in hospitality, and why are they important?

To thrive as a Learning and Development professional in hospitality, you need expertise in instructional design, adult learning principles, and a background in hospitality management or training. Familiarity with learning management systems (LMS), e-learning authoring tools, and industry certifications like Certified Hospitality Trainer (CHT) are typically required. Strong communication, cultural awareness, and the ability to inspire and engage diverse teams are vital soft skills. These competencies ensure effective training programs that enhance staff performance and elevate guest experiences in a dynamic, service-oriented industry.

What is L&D in hospitality?

Learning and Development (L&D) in hospitality refers to training programs and initiatives designed to improve employees' skills, knowledge, and performance. It often includes onboarding, ongoing training, and certifications to ensure staff deliver quality service and meet industry standards.

What are the typical challenges faced by Learning and Development professionals in the hospitality industry, and how can they be addressed?

Learning and Development professionals in hospitality often encounter challenges such as high employee turnover, diverse workforce backgrounds, and the need to deliver consistent training across multiple locations. To address these, professionals focus on creating flexible training programs, leveraging technology for remote learning, and tailoring content to accommodate different learning styles and cultural backgrounds. Building strong relationships with management and frontline staff helps ensure training is relevant and impactful, while ongoing feedback mechanisms enable continuous improvement.
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Learning Development In Hospitality jobs near you
Infographic showing various Learning Development In Hospitality job openings in North Carolina as of June 2026, with employment types broken down into 75% Full Time, and 25% Part Time. Highlights an 100% In-person job distribution.

Director, Learning & Development

Aalberts integrated piping systems

Charlotte, NC • On-site

Full-time

PTO

Posted 23 days ago

Job description

Director, Learning & Development and Talent Management
Ready to change the future, your way?
This is an excellent opportunity for a driven Director, Learning & Development and Talent Management to unlock your ambition and help shape the future at Aalberts.
As a full-time Director, Learning & Development and Talent Management in the People and Culture Department at Aalberts, you will design, build, and execute the company's end-to-end talent lifecycle-from new hire onboarding through leadership development, performance management, and succession planning. This role will establish scalable learning strategies and lead an integrated talent management framework that drives engagement, performance, and long-term organizational capability. The Director, Learning & Development and Talent Management will partner closely with senior leaders and business leaders to ensure talent strategies align with business priorities and enable the organization to attract, develop, and retain a high-performing workforce.
the Aalberts way
Aalberts is built on entrepreneurship. We believe the more space people are given, the greater their chance of finding brilliant solutions for our customers. That is why we encourage everyone to take ownership, think independently yet work as one team. You are in charge today of what happens tomorrow. For yourself, for the company, and for our planet.
your challenge
  • Design and implement an enterprise learning and talent strategy aligned with business goals.
  • Build and continuously improve onboarding programs to accelerate time-to-productivity for new hires.
  • Develop role-based learning pathways and personal development frameworks that support technical, professional, and leadership growth.
  • Evaluate and deploy learning technologies, content providers, and delivery methods, and measure effectiveness through defined KPIs.
  • Lead the annual talent management cycle, including goal setting, performance coaching, evaluations, and calibration.
  • Establish tools, templates, and manager capability programs that strengthen performance conversations, accountability, feedback, and coaching.
  • Lead succession planning and 9-box talent reviews to identify high-potential talent and build targeted development and retention strategies.
  • Build bench strength and internal talent pipelines aligned with future business needs.
  • Create and deliver leadership development programs, identify capability gaps, and coach senior leaders on talent and organizational effectiveness.
  • Support organizational change through targeted learning and communication strategies.
  • Establish and track talent and learning metrics to inform strategy and drive continuous improvement.
  • Ensure consistency, scalability, and compliance across talent processes.
  • Complete additional duties as assigned by manager.

requirements
  • Bachelor's degree required; advanced degree (MBA, MHR, or related) preferred.
  • 10+ years of progressive HR experience, with significant expertise in learning & development and talent management.
  • Demonstrated experience designing and leading end-to-end talent management processes (goal setting, performance management, calibration, succession planning, 9-box reviews).
  • Proven ability to build scalable learning strategies and leadership development programs.
  • Experience partnering with executive leadership and influencing at senior levels.
  • Strong analytical capability with experience leveraging HR data to drive decisions.
  • Experience in a manufacturing, industrial, or multi-site environment preferred.

key performance indicators
  • Improved employee engagement and retention.
  • Strong adoption and improved quality of performance management processes.
  • Increased internal mobility and leadership pipeline strength.
  • Measurable improvements in leadership capability.
  • Scalable, consistent talent and learning frameworks across the organization.

why work at Aalberts?
  • Globally renowned company, dedicated to technological innovation and excellence
  • Diverse teams of passionate individuals, committed to making a difference
  • Professional growth and development opportunities
  • Think independently yet work as one team
  • Be in charge today of what happens tomorrow

about Aalberts
We are a company of more than 13,000 passionate people across 50 countries, working together to engineer mission-critical technologies that make an impact in everyday life. Aalberts IPSA proudly supports industries ranging from eco-friendly buildings to high-tech manufacturing, from microchips to seagoing vessels, and from next-generation vehicles to lightweight aircraft. Since 1975, we have been at the forefront of technological innovation where it truly matters, helping build a clean, smart, and responsible future.
work environment
  • This role is primarily based in office areas but may involve occasional visits to production and warehouse areas. Plant visits require adherence to safety protocols, including personal protective equipment (PPE) such as safety glasses, a safety vest, and steel-toed shoes when on the shop floor or near loading docks.
  • Ability to sit, stand, and walk for extended periods throughout the workday.
  • Frequent use of hands and fingers for computer work, data entry, and handling documents.
  • Must be able to occasionally lift or move items up to 25 pounds, such as files, boxes, or company branded items or equipment.
  • Visual acuity to review detailed reports, production schedules, HR data, personnel data on screens and in print.
  • Clear verbal communication skills to coordinate with all departments, vendors and colleagues.
  • Exposure occasionally to a manufacturing environment that may include noise, temperature variations and moving equipment.

travel requirements
Regular travel to Aalberts locations for up to 20% of the time.
compensation and benefits
Compensation for this salaried role will be determined based on experience and demonstrated alignment of skills through the interview process. The role includes a bonus component, 12 paid holidays, generous paid time off, and a competitive benefits package.
go ahead, work the future at Aalberts
Our procedure involves application submission, screening, assessments, selection, and offer/onboarding. The process follows a tentative time frame and is subject to the availability of both parties and the completion of each stage.
our commitment to all
Aalberts IPSA is an Equal Opportunity Employer. All qualified applicants will receive consideration without regard to race, color, religion, sex, national origin, disability status, protected veteran status, sexual orientation, gender identity, or any other classification protected by law.
Uninvited agency solicitation will not be considered. Profiles sent by third-party recruiters will be treated as direct applications from the candidate.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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