Purpose Statement:  The Learning and Development Manager will develop and implement leadership development programs, build content, facilitate training sessions, measure the impact of and continually improve upon learning outcomes.  The Learning and Development Manager will proactively and responsively engage with business leaders and HR partners to assess, grow, and accelerate talent development.

Key Job Accountabilities:

• Develop and own a regional or business function's L&D strategy. Work in partnership with business leaders, HR partners and other stakeholders to understand business area and identify specific needs. Ensure globally standard practices and resources when possible.
• Design, coordinate, support, and assess leadership development programs to meet strategic business goals.
• Design and deliver innovative L&D solutions that incorporate adult learning principles to industry best practices to achieve key learning outcomes.
• Identify and recommend individual, team, and organizational assessments. Analyze assessment results and recommendations for feedback, development, and performance coaching.
• Influence key stakeholders to promote and drive talent develop strategies, Core Values, and Plexus priorities.

Education/Experience Qualifications:

• Typically requires a minimum of 8 years of related experience with a Bachelor’s degree; or 6 years and a Master’s degree; or equivalent experience.

Other Qualifications:  

• Providing HR partners and other stakeholders (as relevant) with coaching, feedback , and developmental opportunities to build highly effective individuals, teams, and business units
• Exceptional key stakeholder management that establishes credibility and maximizes ability to influence with HR partners and business leaders
• Development of strategic planning and tactical actions for both current and future needs
• Demonstrated ability to drive tactical solutions and deliver results in an agile and evolving business environment.

Physical Requirements:  

• N/A

Travel Requirements:  

• Less than 40%

This document does not represent a contract of employment and is not intended to capture every possible assignment the incumbent could be asked to perform.