Manager Learning Development Jobs in Aurora, CO (NOW HIRING)

ABOUT GREYSTAR

Greystar is a leading, fully integrated global real estate platform offering expertise in property management, investment management, development, and construction services in institutional-quality rental housing. Headquartered in Charleston, South Carolina, Greystar manages and operates over $350 billion of real estate in more than 260 markets globally with offices throughout North America, Europe, South America, and the Asia-Pacific region. Greystar is the largest operator of apartments in the United States, managing over one million units/beds globally. Across its platforms, Greystar has nearly $79 billion of assets under management, including over $34 billion of development assets and over $36.5 billion of regulatory assets under management. Greystar was founded by Bob Faith in 1993 to become a provider of world-class service in the rental residential real estate business. To learn more, visit www.greystar.com.

JOB DESCRIPTION SUMMARY

Greystar is a global leader in the multifamily industry, involved in property management, investment, development, and construction across markets worldwide - and none of that scale means anything without learning that keeps pace with it.
This is where national strategy hits the ground running. At Greystar, the Senior Manager, Learning Delivery & Execution takes L&D's boldest ideas and makes them real - driving delivery across every GMS territory, leading the team of territory L&D Managers, and setting a pace for execution that's ambitious and grounded at once. This role proves that national consistency and territory ingenuity aren't opposing forces; together, they're the engine behind how Greystar learns, grows, and wins.
The Senior Manager also builds the leadership capabilities of L&D Managers, ensures Trainers are effectively deployed and developed, and champions the use of AI and emerging technology to make learning delivery faster, smarter, and more scalable.

JOB DESCRIPTION

Delivery and Execution Leadership

• Leads the national delivery strategy for instructor-led, virtual, in-field, and blended learning, staying closely attuned to territory operations needs.
• Translates L&D priorities into clear, measurable execution plans built together with territory L&D teams, not handed down to them.
• Drives consistent implementation of CORE programs and other national initiatives, adapting where territory conditions require it.
• Surfaces execution risks and resource constraints early and resolves them in partnership with territory and cross-functional stakeholders.
• Extends learning beyond single events through practical application, reinforcement, and coaching - increasingly supported by AI-enabled tools.

L&D Manager Leadership & Development

• Provides direct leadership, coaching, and performance management for territory L&D Managers.
• Sets consistent expectations for how L&D Managers lead their teams, partner with operational leaders, and execute territory and national priorities - while leaving room to adapt for local context.
• Runs regular one-on-ones and team meetings to track progress, unblock challenges, and keep the group aligned.
• Grows L&D Managers' leadership, consultation, and business-partnership skills, and builds succession plans for Managers and Trainers.
• Promotes cross-territory collaboration and resource sharing to reduce duplication and strengthen the national L&D community.
• Pushes the team to bring innovation - including AI-enabled approaches - into how they lead and deliver.

Trainer Effectiveness & Capacity

• Oversees Trainer performance, utilization, readiness, and development in partnership with territory L&D Managers.
• Ensures Trainers are properly prepared and certified for their assigned programs.
• Reviews delivery capacity nationally and by territory, recommending resource adjustments based on real demand.
• Sets the bar for facilitation quality, learner engagement, preparation, and follow-up.
• Partners with L&D Managers to close performance gaps and recognize strong performers.
• Supports consistent onboarding for new or promoted L&D team members.

Operational Effectiveness

• Creates visibility into national delivery calendars, program demand, staffing capacity, and execution progress - increasingly through AI-supported dashboards and forecasting.
• Runs the function efficiently, always looking for ways to do more with less.
• Builds scalable processes that improve coordination and cut administrative complexity, using automation and AI where they help.
• Partners with Program Management on scheduling, communication, logistics, and reporting.
• Monitors delivery against milestones and business priorities, keeping territory requests moving through clear intake and governance.

Quality, Measurement & Continuous Improvement

• Partners with L&D Leadership, Content Experience, Program Management, and business leaders to evaluate delivery effectiveness and share recommendations.
• Uses learner feedback, facilitator observations, participation data, business outcomes, and AI-assisted analysis to surface improvement opportunities faster.
• Ensures L&D Managers and Trainers consistently run required assessments and reinforcement activities.
• Builds action plans, in partnership with territory leaders, when programs or delivery teams fall short of expectations.
• Shares what's working across the national L&D organization so good ideas travel between territories.

Business Partnership

• Builds strong relationships with operations and People & Culture leaders.
• Ensures territory L&D Managers show up as strategic business partners, not just program deliverers.
• Gives leaders clear visibility into learning priorities, delivery progress, effectiveness metrics, capacity, and outcomes.
• Balances national consistency with territory and line-of-business needs - treating territory input as a design input, not an exception to manage.
• Represents Delivery & Execution in national planning, governance, and cross-functional meetings.
• Escalates significant risks, resource needs, and strategic decisions to the Senior Director.

The Senior Manager, Learning Delivery & Execution:

• Owns: People leadership for L&D Managers, national delivery effectiveness, execution standards, resource coordination, facilitation quality, accountability, and continuous improvement.
• Partners on: Program implementation, measurement, learning reinforcement, scheduling, communications, and business alignment.

• Minimum of 5 years in learning and development, human resources, business, organizational development, or a related field preferred.
• 3+ years leading managers or geographically dispersed teams.
• Demonstrated experience implementing learning programs across a multi-site, frontline organization.
• Strong knowledge of instructor-led, virtual, field-based, and blended learning delivery.
• Working knowledge of AI tools and how they can be applied to learning delivery, coaching, and operations.
• Experience establishing performance expectations, operating rhythms, and accountability measures.
• Proven ability to translate strategy into coordinated, measurable execution.
• Strong consultation, facilitation, coaching, communication, and change-leadership skills.
• Ability to analyze delivery, participation, capacity, and effectiveness data and convert findings into action.
• Experience in a complex, matrixed, or rapidly evolving organization preferred.
• Multifamily or property-management experience is beneficial but not required.

• Enterprise thinking
• Execution excellence
• People leadership and coaching
• Strategic business partnership
• Operational discipline
• Accountability and performance management
• Collaboration and influence
• Change leadership
• Decision-making and problem-solving
• Continuous improvement
• Innovation and AI fluency

Success in this role may be evaluated through:

• Consistency and quality of learning delivery across territories
• Achievement of national program goals in ways that reflect territory realities, not despite them
• L&D Manager and Trainer performance, engagement, and development
• Facilitator readiness and certification
• Stakeholder satisfaction and confidence in L&D execution
• Trainer utilization and territory resource capacity
• Learner participation, completion, application, and feedback
• Timely resolution of delivery risks and performance concerns
• Adoption of national standards, processes, and governance
• Evidence that learning is reinforced through practical application and ongoing coaching, with AI increasingly part of how that reinforcement happens

#LI-RS1

The salary range for this position is $115,000 - $140,000.

Additional Compensation:

Many factors go into determining employee pay within the posted range including business requirements, prior experience, current skills and geographical location.

• Corporate Positions:Inaddition to the base salary, this role may be eligible to participateina quarterly or annual bonus program based onindividual and company performance.
• Onsite Property Positions:Inaddition to the base salary, this role may be eligible to participatein weekly, monthly, and/or quarterly bonus programs.

Robust Benefits Offered*:

• Competitive Medical, Dental, Vision, and Disability & Lifeinsurance benefits. Low (free basic) employee Medical costs for employee-only coverage; costs discounted after 3 and 5 years of service.
• Generous Paid Time off. All new hires start with 15 days of vacation, 4 personal days, 10 sick days, and 11 paid holidays. Plus your birthday off after 1 year of service! Additional vacation accrued with tenure.
• For onsite team members, onsite housing discount at Greystar-managed communities are available subject to discount and unit availability.
• 6-Week Paid Sabbatical after 10 years of service (and every 5 years thereafter).
• 401(k) with Company Match up to 6% of pay after 6 months of service.
• Paid Parental Leave and lifetime Fertility Benefit reimbursement up to $10,000 (includes adoption or surrogacy).
• Employee Assistance Program.
• Critical Illness, Accident, HospitalIndemnity, PetInsurance and Legal Plans.
• Charitable giving program and benefits.

*Benefits offered for full-time employees. For Union and Prevailing Wage roles, compensation and benefits may vary from the listedinformation above due to Collective Bargaining Agreements and/or local governing authority.

Greystar will consider for employment qualified applicants with arrest and conviction records.

Greystar is an equal opportunity employer and does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, military or veteran status, or any other characteristic protected by applicable law.

This position may be performed remotely anywhere within the United States except the state of Alaska.

Important Notice: Greystar will never request your banking details or other sensitive personal information during the interview process. Greystar does not conduct any interviews via text or messaging, and all communication will come from official Greystar email addresses (@greystar.com). If you receive suspicious requests, please report them immediately to AskHR@greystar.com.

ANTICIPATED CLOSING DATE

September 25, 2026

This date may be subject to change due to evolving business needs.