Manager - People Development

We need to output HTML fragment with sections: About the role? Actually we need to use headings for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include only sections that have real specific content. The posting includes: Who We Are (company description) maybe not needed as heading? The instruction: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it." We need to produce sections based on content: We have "What We'll Need" (role description) which is responsibilities. Also "What you'll do" details responsibilities. Also "What You'll Need" (requirements). Also "Who You Are" (maybe qualifications/skills). Also Benefits section present. No explicit Pay or Schedule. So we should include sections: About the role? Could be a brief intro about role? The posting includes "The Manager, People Development builds practical, engaging learning experiences..." That's role overview. Could be placed under

About the role

with a paragraph. Responsibilities: from "What you'll do" bullet points (multiple sub-sections). We'll need to convert each bullet list into

• . The content includes multiple sub-sections: Learning Program Design and Delivery, Orientation and Onboarding, Development Events and Experiences, Stakeholder Partnership and Facilitation, Program Management and Continuous Improvement. Each contains prose and lists. We'll need to preserve all substantive info. We'll likely create a
  for each major duty? Or we can combine all responsibilities into one
  with items being the detailed paragraphs? The instruction: Use
  • for any list of duties/requirements/benefits. So we need to identify lists. The responsibilities are described in paragraphs with subheadings; we could treat each subheading as a list item? Might be better to output each duty as a
  • containing the description (including internal lists?). But we cannot nest
    inside
    • ? We can but it's okay. Simpler: For each duty heading, create a
    • with the paragraph(s). Also within those paragraphs there are lists (e.g., "Create facilitator guides, participant materials, job aids, practice activities, digital resources, and manager reinforcement tools...") which are already comma-separated lists; we could keep as prose. The instruction says use
      • for any list of duties/requirements/benefits. So we need to detect explicit bullet lists. The posting does not have bullet list formatting; it's just sentences. So maybe we treat each duty as a
      • without inner
        . That satisfies. Requirements: "What You'll Need" includes bullet-like sentences: "5–7 years of experience..." etc. We'll make a
        • for each requirement. Qualifications/Skills: "Who You Are" includes many statements about traits; could be considered qualifications/skills. We could put under

          Qualifications

          or

          Skills

          . The instruction says prefer few substantive sections over many thin ones. We could combine Who You Are into Qualifications. Or we could have Skills section. Since they are traits/behaviors, maybe Skills. We'll decide: Qualifications: the experience and education requirements; Skills: the personal attributes. But we have both "What You'll Need" (experience) and "Who You Are" (attributes). We'll make two sections: Requirements (for experience) and Skills (for personal attributes). Or we could label Requirements as "Requirements" and Skills as "Skills". Benefits we have. We must not include Pay or Schedule as they are not specified. We must remove boilerplate: EEO statement at end. Remove that. We must preserve all substantive information: include company description? The "Who We Are" is not a required heading but could be included as a brief intro paragraph before sections. The instruction: "Prefer a few substantive sections over many thin ones." We could include a short paragraph about the company as an intro (maybe under

          About the role

          we include both role overview and company mission? Actually About the role should be about the role, not company. But we could include a brief paragraph about the role's purpose. The "Who We Are" is company description; maybe we can include it as a short paragraph before sections, not as a heading. The instruction says use

          for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but we should follow that list. We could include a

          before sections with the company description. Thus output:

          Who We Are ...

          About the role

          The Manager, People Development builds practical, engaging learning experiences that help team members and people leaders grow at Wingstop. This individual contributor leads through subject matter expertise, project ownership, and cross-functional coordination. The role balances hands-on execution with strategic awareness of company priorities, translating business needs into scalable onboarding, professional development, and foundational people-leader experiences. This is a builder and operator role for someone who works with urgency, stays close to the details, and consistently moves work from idea to execution. The Manager facilitates high-quality learning, uses data and feedback to improve outcomes, and brings together internal leaders and external partners to create experiences people can apply on the job.

          Responsibilities

          • Learning Program Design and Delivery: Build, implement, and facilitate leadership and professional development programs for team members and leaders through the Senior Manager level. Own foundational and new manager development that strengthens core capabilities such as setting expectations, coaching, feedback, accountability, team development, and leading through change. Create facilitator guides, participant materials, job aids, practice activities, digital resources, and manager reinforcement tools that support learning before, during, and after each experience. Maintain high standards for quality, review learning assets, and directly address gaps in delivery or content effectiveness. Use a mix of instructor-led, virtual, self-directed, and on-the-job learning methods to make development accessible, relevant, and scalable.
          • Orientation and Onboarding: Quickly build or update learning paths, tools, and resources to reduce the time it takes new team members to understand Wingstop’s business, absorb essential content, navigate key resources, and contribute effectively. Facilitate orientation sessions and equip leaders and subject matter experts to deliver clear, consistent, and engaging content that accelerates new-hire ramp-up. Partner with hiring managers, HR Business Partners, and subject matter experts to sequence role-relevant content, reinforce learning beyond orientation, and help new team members reach proficiency faster.
          • Development Events and Experiences: Plan and deliver development events such as conferences, speaker series, workshops, panels, and professional learning sessions. Own the end-to-end participant experience, including program design, agendas, speaker preparation, communications, materials, logistics, follow-up, and evaluation.
          • Stakeholder Partnership and Facilitation: Consult with HR Business Partners and business leaders to understand capability gaps and recommend solutions aligned with team and business needs. Facilitate learning using discussion, practice, simulations, reflection, assessments, video, and other methods that encourage participation and application. Prepare leaders and subject matter experts to teach, share experiences, and reinforce learning with their teams.
          • Program Management and Continuous Improvement: Manage multiple programs and events simultaneously, personally driving the details while maintaining clear plans, timelines, budgets, communications, risk tracking, and decision points. Establish clear roles, deadlines, and expectations for program contributors; follow up consistently, address gaps, and keep work moving through completion. Move quickly from need to usable solution by creating minimum viable content, gathering feedback, and improving it without allowing perfection to slow progress. Define success measures and use participation, feedback, behavior change, and business indicators to evaluate impact and improve programs. Use AI and learning technology to improve content development, participant experience, access, and program efficiency. Stay current on adult learning, manager development, and professional development practices and bring forward ideas appropriate for Wingstop’s culture and pace. Encourage curiosity and collaborative problem-solving among program partners to improve how learning experiences are built and delivered.

          Requirements

          • 5–7 years of experience in leadership development, organizational development, or learning & development, with a mix of design, facilitation, and program management.
          • Proven ability to design and facilitate learning programs (both in-person and virtual), with curiosity and openness to expand into new methods and technologies.
          • Strong project management skills with the ability to balance multiple priorities in a fast-paced environment while learning and adapting along the way.
          • Excellent communication, facilitation, and relationship-building skills, with a growth mindset and willingness to seek feedback.
          • Experience partnering with senior leaders and HR Business Partners to align solutions with business needs — or a strong desire and capability to grow into this partnership space.
          • Passion for leadership, growth, and Wingstop’s mission to serve the world flavor, with an eagerness to bring fresh ideas and continuously improve.

          Skills

          • No job is too small; recognizes that the real work happens in the restaurants and everything should support their success.
          • Stays humble, rolls up sleeves, and always looks for ways to help.
          • Learns from others and contributes wherever possible.
          • Cares deeply about doing great work and driving results.
          • Curious, asks questions, and seeks out opportunities to improve.
          • Doesn’t just point out problems—brings solutions, ideas, and perspectives that move the team forward.
          • Takes full responsibility for work and sees things through to completion.
          • Isn’t afraid to fail because failure is a part of learning and growth.
          • Takes action, moves fast, and keeps pushing forward.
          • Leads with empathy, respect, and emotional intelligence.
          • Collaborates effectively, fostering a culture of trust and constructive feedback.
          • Understands the importance of teamwork and ensures actions build others up rather than break them down.
          • Pushes self and others to be better.
          • Embraces healthy conflict, knowing that great ideas and strong teams emerge from honest, constructive conversations.
          • Believes that leaders create leaders and is committed to fostering a culture of growth, challenge, and continuous improvement.

          Benefits

          • Unlimited paid time off for exempt employees
          • One paid volunteer day of your choice
          • Competitive bonus structure for eligible roles
          • Team member stock purchase plan
          • Health savings or flexible spending account options
          • 401k – (dollar for dollar on the first 3% and then 50 cents on the dollar for the next 2% for team member contributions up to 5% of eligible compensation)
          • Comprehensive medical, dental, and vision benefits
          • Basic life and AD&D insurance provided
          • Pet insurance
          • Education Assistance
          • Wellness reimbursement program
          • Paid maternity and paternity leave
          • Fun Is The Best Flavor: Lunch provided every Tuesday and Thursday in office
          • Discount on Wingstop gift cards
          • Onsite game room
          We must ensure no boilerplate EEO statement included. We removed it. We must not include any markdown fences. Just raw HTML. Check that we didn't repeat job title as heading. We didn't. We didn't include Pay or Schedule. We have About the role, Responsibilities, Requirements, Skills, Benefits. That