Manager, Learning & Development
Sotheby's · New York, United States · 3 wk ago
Human Resources$110k–$130k/yrFull-time
We need to output HTML fragment with sections for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. The posting includes: About Sotheby's (company description) but not "About the role" heading; we have "THE ROLE" paragraph describing role. Could treat that as About the role? The instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Do NOT repeat the job title as a heading. So we can have
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Do NOT repeat the job title as a heading. So we can have About the role
with content from "THE ROLE" paragraph(s). Then Responsibilities: there is a big list under "Responsibilities" heading. We'll capture that. Requirements: there is "Ideal Experience & Competencies" which includes experience and competencies; could map to Requirements or Qualifications. We need to decide: The posting includes "Ideal Experience & Competencies" which is basically qualifications/requirements. We could put that under Requirements or Qualifications. Since we have both Requirements and Qualifications as possible headings, we need to include only those with real content. We could split: Requirements: maybe the experience (5+ years etc). Qualifications: maybe the skills/competencies list. But better to follow typical: Requirements = experience, Qualifications = education/skills? However the instruction says "prefer a few substantive sections over many thin ones." So maybe combine into one section like Requirements (or Qualifications). But we need to follow headings list; we can choose to include only those that have content. Could include Requirements (experience) and Skills (facilitation, project management, etc). Benefits: posting mentions "competitive benefits package" but no specifics; we should not create Benefits section unless specific content. Pay: salary range given $110,000-$130,000 plus discretionary bonus. That's specific, so we can include Pay section. Schedule: not mentioned, so omit. Also we have "About Sotheby's" description; could be placed under a heading like "About the company"? Not in list. But we could incorporate into About the role? Probably better to have a section "About the company" not allowed. The instruction says use those headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but says use those for section headings. Likely they expect only those headings. So we should not include About Sotheby's as a separate heading; maybe we can fold it into About the role paragraph? The About the role section could include both company overview and role description. But they said do NOT repeat the job title as a heading; they didn't forbid including company description. So we can put company description in About the role section.
Thus sections:
- About the role: combine Sotheby's overview + THE ROLE paragraph.
- Responsibilities: list all bullet points under Responsibilities heading.
- Requirements: maybe the "Ideal Experience & Competencies" experience bullet points (5+ years, experience designing..., etc). Could also include qualifications like experience with AI-enabled learning platforms.
- Skills: maybe the facilitation, presentation, relationship-building, etc. But we could also put all under Requirements. To avoid thin sections, maybe combine Requirements and Skills into one section called Requirements (or Qualifications). But we need to decide.
Given instruction: "Prefer a few substantive sections over many thin ones." So better to have fewer sections: About the role, Responsibilities, Requirements (or Qualifications), Pay. That's four sections.
We'll put Requirements to include experience, competencies, skills. We'll not create separate Skills.
Pay: include salary range and discretionary bonus.
We must not include boilerplate like EEO, privacy notices, etc.
We need to preserve all substantive information; do not invent or summarize away detail. So we must keep all details from the posting within those sections.
Let's extract content.
About Sotheby's paragraph:
"Established in 1744, Sotheby’s promotes access and ownership of exceptional art and luxury objects through auctions, private sales and retail. Our deep expertise across 70 selling categories is supported by a leading technology platform and a global network of specialists spanning 40 countries. Selling categories include Contemporary Art, Modern and Impressionist Art, Old Masters, Chinese Works of Art, Jewelry, Watches, Wine and Spirits and Design, as well as collectible cars and real estate through RM Sotheby’s and Concierge. Sotheby’s Financial Services is a leading art lender and provides capital solutions for collectors around the world, having originated more than $12 billion in loans since its inception. Sotheby’s new global headquarters is now open at the iconic Breuer building at 945 Madison Avenue in New York City."
THE ROLE paragraph:
"The Learning & Development Manager is responsible for designing, delivering, and continuously improving learning programs that build employee capability, strengthen leadership and management skills, and support professional growth across the business. Reporting into the Talent Programming and Engagement team, this role will manage a portfolio of learning initiatives across the employee lifecycle, including onboarding, manager and leadership development, professional skills training, learning partnerships, and digital learning. The Manager will partner closely with HR colleagues, business leaders, and external providers to identify development needs and translate them into thoughtful, engaging, and scalable learning experiences. This role is ideal for someone who combines strong learning and facilitation expertise with excellent program management skills and a passion for creating meaningful development opportunities for employees."
We'll combine these into About the role section.
Responsibilities: The posting has headings: Responsibilities, then subheadings: Learning Strategy & Program Development, Manager & Leadership Development, Career Development & Mentorship, Compliance & Business Training, Learning Platforms & Partnerships, Program Management & Employee Experience, Measurement & Continuous Improvement. Under each there are bullet-like sentences. We need to output as - for any list of duties/requirements/benefits. So we need to turn each duty into a list item. Could keep subheadings as plain text? Probably we should just list each duty as li, ignoring subheadings, but we could keep subheadings as plain text outside list? The instruction: Use
- for any list of duties/requirements/benefits. So we need to wrap the duties in a list. Could we keep subheadings as
before list? Might be okay but not required. Safer: produce a
with each duty as - . We'll need to extract each duty sentence.
Let's list them:
Under Learning Strategy & Program Development:
- Support the development and execution of the organization's Learning & Development strategy, ensuring learning priorities are aligned with business and talent needs.
- Partner with team leads, managers, HR Business Partners, and other stakeholders to identify training needs, capability gaps, and development priorities across the organization.
- Design, develop, and deliver learning programs across the employee lifecycle, including onboarding, professional skills, career development, manager development, and leadership development.
- Develop and manage skills academies and other structured learning pathways that build critical capabilities across functions and employee populations.
- Manage specialized learning initiatives and partnerships, including auctioneer training, and other business-specifi c development programs.
Manager & Leadership Development:
- Develop practical tools, resources, and learning experiences that help managers effectively lead, develop, and engage their teams.
- Support leadership workshops, executive coaching, and other targeted development opportunities.
Career Development & Mentorship:
- Develop programs and resources that support employees in building skills, navigating their careers, and taking ownership of their professional development.
- Manage mentorship programs, including program design, communications, resources, and ongoing evaluation.
- Partner with Talent and HR colleagues to connect learning programs with broader talent and career development priorities.
Compliance & Business Training:
- Coordinate and support the delivery of required compliance training across the organization in partnership with Legal, Compliance, HR, and other subject matter experts.
- Track completion and participation, provide regular reporting, and partner with relevant stakeholders to drive completion against established deadlines.
Learning Platforms & Partnerships:
- Oversee day-to-day administration and optimization of the Learning Management System (LMS), including course assignments, learning content, reporting, and user support.
- Oversee external learning offerings and partnerships, including Sotheby’s Institute of Art courses and other educational opportunities.
- Evaluate new learning vendors, platforms, and resources and make recommendations based on quality, relevance, scalability, and cost.
Program Management & Employee Experience:
- Lead the end-to-end execution of learning programs, including planning, scheduling, communications, enrollment, facilitator coordination, materials, and participant experience.
- Develop annual and quarterly learning calendars and manage multiple programs and priorities simultaneously.
- Partner with Internal Communications and HR colleagues to drive awareness of and participation in learning opportunities.
- Manage program budgets, vendor relationships, invoices, and related administrative processes.
Measurement & Continuous Improvement:
- Establish and track key learning metrics, including participation, completion, engagement, feedback, and program effectiveness.
- Develop surveys and other feedback mechanisms to evaluate learning experiences and identify opportunities for improvement.
- Prepare regular updates, dashboards, and recommendations for HR leadership and key stakeholders.
We'll include all these as li.
Requirements/Ideal Experience & Competencies: list:
- 5+ years of experience in Learning & Development, Talent Development, Organizational Development, or a related field.
- Demonstrated experience designing and delivering learning programs from concept through execution and evaluation.
- Experience with manager development, leadership development, onboarding, career development, and/or professional skills programming.
- Strong facilitation and presentation skills, with confidence engaging employees and leaders at different levels of an organization.
- Experience administering Learning Management Systems and managing learning data, assignments, and reporting.
- Strong project and program management skills with the ability to manage multiple priorities and stakeholders simultaneously.
- Excellent written and verbal communication skills, with the ability to translate complex topics into clear, engaging learning experiences.
- Strong relationship-building and stakeholder management skills, with the ability to effectively assess and respond to business learning needs.
- Experience managing external facilitators, coaches, vendors, or learning partnerships.
- Highly organized, detail-oriented, proactive, and comfortable operating in a fast-paced environment.
- Collaborative and solutions-oriented, with a genuine passion for learning, employee development, and creating a culture of continuous growth.
- Experience with AI-enabled learning platforms and tools, including their implementation and integration into learning programs.
We'll put these as li under Requirements section.
Pay: The posting says: "The proposed base salary for this position ranges from $110,000-$130,000. In addition to base salary successful candidates are eligible to receive a discretionary bonus, as well as a competitive benefits package. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and organizational factors are also considered."
We need to include Pay section with that info. Benefits: we have mention of competitive benefits package but no specifics; we should not create Benefits section unless specific. So we will not include Benefits.
Schedule: none.
We must not include boilerplate like privacy notices, EEO, etc.
Now produce HTML fragment:
About the role
... combined paragraphs ...
Responsibilities
- ... each duty ...
...
Requirements
- ... each requirement ...
...
Pay
The proposed base salary for this position ranges from $110,000-$130,000. In addition to base salary successful candidates are eligible to receive a discretionary bonus, as well as a competitive benefits package. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and organizational factors are also considered.
Make sure no extra whitespace issues.
Let's craft the About the role paragraph: combine both paragraphs into one or two p's
- for any list of duties/requirements/benefits. So we need to wrap the duties in a list. Could we keep subheadings as
before list? Might be okay but not required. Safer: produce a
- with each duty as
- . We'll need to extract each duty sentence.
Let's list them:
Under Learning Strategy & Program Development:
- Support the development and execution of the organization's Learning & Development strategy, ensuring learning priorities are aligned with business and talent needs.
- Partner with team leads, managers, HR Business Partners, and other stakeholders to identify training needs, capability gaps, and development priorities across the organization.
- Design, develop, and deliver learning programs across the employee lifecycle, including onboarding, professional skills, career development, manager development, and leadership development.
- Develop and manage skills academies and other structured learning pathways that build critical capabilities across functions and employee populations.
- Manage specialized learning initiatives and partnerships, including auctioneer training, and other business-specifi c development programs.
Manager & Leadership Development:
- Develop practical tools, resources, and learning experiences that help managers effectively lead, develop, and engage their teams.
- Support leadership workshops, executive coaching, and other targeted development opportunities.
Career Development & Mentorship:
- Develop programs and resources that support employees in building skills, navigating their careers, and taking ownership of their professional development.
- Manage mentorship programs, including program design, communications, resources, and ongoing evaluation.
- Partner with Talent and HR colleagues to connect learning programs with broader talent and career development priorities.
Compliance & Business Training:
- Coordinate and support the delivery of required compliance training across the organization in partnership with Legal, Compliance, HR, and other subject matter experts.
- Track completion and participation, provide regular reporting, and partner with relevant stakeholders to drive completion against established deadlines.
Learning Platforms & Partnerships:
- Oversee day-to-day administration and optimization of the Learning Management System (LMS), including course assignments, learning content, reporting, and user support.
- Oversee external learning offerings and partnerships, including Sotheby’s Institute of Art courses and other educational opportunities.
- Evaluate new learning vendors, platforms, and resources and make recommendations based on quality, relevance, scalability, and cost.
Program Management & Employee Experience:
- Lead the end-to-end execution of learning programs, including planning, scheduling, communications, enrollment, facilitator coordination, materials, and participant experience.
- Develop annual and quarterly learning calendars and manage multiple programs and priorities simultaneously.
- Partner with Internal Communications and HR colleagues to drive awareness of and participation in learning opportunities.
- Manage program budgets, vendor relationships, invoices, and related administrative processes.
Measurement & Continuous Improvement:
- Establish and track key learning metrics, including participation, completion, engagement, feedback, and program effectiveness.
- Develop surveys and other feedback mechanisms to evaluate learning experiences and identify opportunities for improvement.
- Prepare regular updates, dashboards, and recommendations for HR leadership and key stakeholders.
We'll include all these as li.
Requirements/Ideal Experience & Competencies: list:
- 5+ years of experience in Learning & Development, Talent Development, Organizational Development, or a related field.
- Demonstrated experience designing and delivering learning programs from concept through execution and evaluation.
- Experience with manager development, leadership development, onboarding, career development, and/or professional skills programming.
- Strong facilitation and presentation skills, with confidence engaging employees and leaders at different levels of an organization.
- Experience administering Learning Management Systems and managing learning data, assignments, and reporting.
- Strong project and program management skills with the ability to manage multiple priorities and stakeholders simultaneously.
- Excellent written and verbal communication skills, with the ability to translate complex topics into clear, engaging learning experiences.
- Strong relationship-building and stakeholder management skills, with the ability to effectively assess and respond to business learning needs.
- Experience managing external facilitators, coaches, vendors, or learning partnerships.
- Highly organized, detail-oriented, proactive, and comfortable operating in a fast-paced environment.
- Collaborative and solutions-oriented, with a genuine passion for learning, employee development, and creating a culture of continuous growth.
- Experience with AI-enabled learning platforms and tools, including their implementation and integration into learning programs.
We'll put these as li under Requirements section.
Pay: The posting says: "The proposed base salary for this position ranges from $110,000-$130,000. In addition to base salary successful candidates are eligible to receive a discretionary bonus, as well as a competitive benefits package. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and organizational factors are also considered."
We need to include Pay section with that info. Benefits: we have mention of competitive benefits package but no specifics; we should not create Benefits section unless specific. So we will not include Benefits.
Schedule: none.
We must not include boilerplate like privacy notices, EEO, etc.
Now produce HTML fragment:
About the role
... combined paragraphs ...
Responsibilities
- ... each duty ... ...
Requirements
- ... each requirement ... ...
Pay
The proposed base salary for this position ranges from $110,000-$130,000. In addition to base salary successful candidates are eligible to receive a discretionary bonus, as well as a competitive benefits package. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and organizational factors are also considered.
Make sure no extra whitespace issues. Let's craft the About the role paragraph: combine both paragraphs into one or two p's
- . We'll need to extract each duty sentence.
Let's list them:
Under Learning Strategy & Program Development:
- Support the development and execution of the organization's Learning & Development strategy, ensuring learning priorities are aligned with business and talent needs.
- Partner with team leads, managers, HR Business Partners, and other stakeholders to identify training needs, capability gaps, and development priorities across the organization.
- Design, develop, and deliver learning programs across the employee lifecycle, including onboarding, professional skills, career development, manager development, and leadership development.
- Develop and manage skills academies and other structured learning pathways that build critical capabilities across functions and employee populations.
- Manage specialized learning initiatives and partnerships, including auctioneer training, and other business-specifi c development programs.
Manager & Leadership Development:
- Develop practical tools, resources, and learning experiences that help managers effectively lead, develop, and engage their teams.
- Support leadership workshops, executive coaching, and other targeted development opportunities.
Career Development & Mentorship:
- Develop programs and resources that support employees in building skills, navigating their careers, and taking ownership of their professional development.
- Manage mentorship programs, including program design, communications, resources, and ongoing evaluation.
- Partner with Talent and HR colleagues to connect learning programs with broader talent and career development priorities.
Compliance & Business Training:
- Coordinate and support the delivery of required compliance training across the organization in partnership with Legal, Compliance, HR, and other subject matter experts.
- Track completion and participation, provide regular reporting, and partner with relevant stakeholders to drive completion against established deadlines.
Learning Platforms & Partnerships:
- Oversee day-to-day administration and optimization of the Learning Management System (LMS), including course assignments, learning content, reporting, and user support.
- Oversee external learning offerings and partnerships, including Sotheby’s Institute of Art courses and other educational opportunities.
- Evaluate new learning vendors, platforms, and resources and make recommendations based on quality, relevance, scalability, and cost.
Program Management & Employee Experience:
- Lead the end-to-end execution of learning programs, including planning, scheduling, communications, enrollment, facilitator coordination, materials, and participant experience.
- Develop annual and quarterly learning calendars and manage multiple programs and priorities simultaneously.
- Partner with Internal Communications and HR colleagues to drive awareness of and participation in learning opportunities.
- Manage program budgets, vendor relationships, invoices, and related administrative processes.
Measurement & Continuous Improvement:
- Establish and track key learning metrics, including participation, completion, engagement, feedback, and program effectiveness.
- Develop surveys and other feedback mechanisms to evaluate learning experiences and identify opportunities for improvement.
- Prepare regular updates, dashboards, and recommendations for HR leadership and key stakeholders.
We'll include all these as li.
Requirements/Ideal Experience & Competencies: list:
- 5+ years of experience in Learning & Development, Talent Development, Organizational Development, or a related field.
- Demonstrated experience designing and delivering learning programs from concept through execution and evaluation.
- Experience with manager development, leadership development, onboarding, career development, and/or professional skills programming.
- Strong facilitation and presentation skills, with confidence engaging employees and leaders at different levels of an organization.
- Experience administering Learning Management Systems and managing learning data, assignments, and reporting.
- Strong project and program management skills with the ability to manage multiple priorities and stakeholders simultaneously.
- Excellent written and verbal communication skills, with the ability to translate complex topics into clear, engaging learning experiences.
- Strong relationship-building and stakeholder management skills, with the ability to effectively assess and respond to business learning needs.
- Experience managing external facilitators, coaches, vendors, or learning partnerships.
- Highly organized, detail-oriented, proactive, and comfortable operating in a fast-paced environment.
- Collaborative and solutions-oriented, with a genuine passion for learning, employee development, and creating a culture of continuous growth.
- Experience with AI-enabled learning platforms and tools, including their implementation and integration into learning programs.
We'll put these as li under Requirements section.
Pay: The posting says: "The proposed base salary for this position ranges from $110,000-$130,000. In addition to base salary successful candidates are eligible to receive a discretionary bonus, as well as a competitive benefits package. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and organizational factors are also considered."
We need to include Pay section with that info. Benefits: we have mention of competitive benefits package but no specifics; we should not create Benefits section unless specific. So we will not include Benefits.
Schedule: none.
We must not include boilerplate like privacy notices, EEO, etc.
Now produce HTML fragment: