Learning & Development Supervisor

Learning & Development Supervisor
Organizational Learning Solutions Unit

Leads the strategy, design, delivery, governance, and continuous improvement of corporate and business learning solutions for the organization. The role oversees the Learning Consultants responsible for business-specific learning needs and leads the Corporate Learning Strategy programs, academies, platforms, and experiences. It partners with leaders and key stakeholders to translate capability gaps and business priorities into measurable learning solutions that strengthen employee, leadership, and organizational performance. Reports to the Learning & Development Manager.

PORTFOLIO ACCOUNTABILITY

Learning consulting and solutions • Corporate Learning Strategy • Corporate academies • New Employee Orientation • LinkedIn Learning • goFLUENT • Middle Management Development Program • Other enterprise learning initiatives assigned to the unit

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategy and Portfolio Leadership

Lead the integrated corporate and tailored learning portfolio, ensuring alignment with organizational priorities, cultural frameworks, business needs, and the Learning & Development strategy.
Establish annual priorities, roadmaps, service standards, work plans, and success measures for the unit.
Identify changes in business priorities, workforce capability needs, and the learning environment, and adjust plans, resources, and processes in an agile manner.
Promote a culture of continuous learning and the adoption of modern, accessible, and scalable learning practices.
Promote excellence in learning experience ensuring that the learning sessions are both engaging and memorable.

Learning Consulting

Oversee the Learning Consultants who partner with business units to assess needs, diagnose performance and capability gaps, and determine whether learning is the appropriate intervention.
Guide the definition, design, implementation, and evaluation of tailored learning plans for approved business projects. Assess and Analyze performance and development needs, define if it is a learning issue, provide potential initiatives, and present high-level findings and recommendations.
Lead and provide guidance on the design, development, and measurement of learning programs that improve the performance of the employees and teams.
Ensure project plans are aligned with client expectations and clearly define scope, methodology, learning outcomes, key performance indicators, timeline, logistics, budget, resources, roles, and governance.
Provide consultation and escalation support for complex requests, competing priorities, changes in scope, and difficult stakeholder situations.
Monitor execution quality and ensure results, insights, risks, and recommendations are communicated to clients and management.

Corporate Learning Programs and Platforms

Lead the organization's corporate learning portfolio by identifying, prioritizing, and integrating critical skill-building opportunities that address current business needs while preparing the workforce for future challenges.
Continuously assess market trends, industry best practices, emerging capabilities, workforce data, and organizational priorities to ensure the learning curriculum remains relevant, forward-looking, and aligned with the skills required to drive business performance, innovation, leadership effectiveness, and long-term organizational success.
Oversee New Employee Orientation to support a consistent and engaging onboarding learning experience.
Oversee the Leadership Development initiatives and other leadership development experiences assigned to the unit.
Manage the learning strategy, promotion, adoption, vendor relationship, service quality, and performance reporting for learning platforms such as LinkedIn Learning and goFLUENT.

Learning Design, Delivery, and Evaluation

Ensure learning solutions apply adult learning, instructional design, accessibility, and learner experience principles.
Guide the design and development of instructor-led, virtual, digital, blended, social, simulation-based, performance support, and other learning solutions.
Ensure participant materials, facilitator guides, job aids, exercises, assessments, and related resources are accurate, practical, and fit for purpose.
Establish appropriate evaluation plans and measures to assess learner reaction, learning, application, program effectiveness, adoption, and business-relevant outcomes when feasible.
Review learning data and stakeholder feedback to identify trends, demonstrate value, and drive continuous improvement.
Facilitate learning activities or executive learning conversations as required.

Stakeholder, Vendor, and Operational Management

Build strategic partnerships with senior leaders, HR partners, business stakeholders, subject matter experts, and other enabling t