Sr. Manager, Learning and Development

About the role

Jeppesen ForeFlight is two years into a major transformation. The culture shift is underway. This role is about accelerating it, turning the leadership behaviors we've articulated to employees into real capability across 10+ international sites, and ensuring our managers are genuinely equipped to develop people, not just manage them.

Responsibilities

• Own the L&D program portfolio
  Run an active portfolio spanning executive coaching, company-wide learning platforms, peer expertise programs, and global leadership development
  Manage external vendor and provider relationships, holding partners accountable for quality, timelines, and participant experience
  Ensure programs connect to the moments that matter: onboarding, performance cycles, manager transitions, talent calibration (9-box), and career conversations
  Keep the portfolio focused and honest about what's working. Sunset what isn't.

• Execute on our leadership development strategy
  Help design and roll out a globally aligned leadership program grounded in the How We Lead framework, covering servant leadership, AAA (Autonomy + Alignment + Accountability), context-setting, and building decision-making capacity at every level
  Partner with regional HRBPs and site leaders across our 16-country presence to assess capability gaps and adapt content to local contexts without losing the shared standard
  Support our manager effectiveness work, directly tied to our goal of reducing span-and-layer outliers and building managers who develop people, not just direct them
  Work closely with HRBPs to surface team-level development needs and roll programs out effectively, especially as job architecture frameworks mature and career conversations become more structured

• Build trusted relationships with senior leaders to position L&D as a credible, business-aligned function. Not just a program office
  Translate business challenges into practical learning solutions. When a VP says "my team doesn't think strategically enough," you know what to do with that
  Measure and improve program effectiveness
  Define success metrics and track behavior change, engagement, and impact on team effectiveness. Not just completion rates
  Use data and participant feedback to continuously improve the portfolio
  Communicate program outcomes in ways leaders actually find useful
  Champion knowledge sharing, peer learning, and internal expertise as organizational habits, consistent with How We Run's belief that every employee owns their own development
  Influence how managers think about development as a core leadership responsibility, not a side project
  Help us use AI tools well in L&D, from program design to delivery to personalization. We've selected Claude as our preferred AI platform and expect L&D to model what AI-assisted learning looks like in practice

Qualifications

• 8-12+ years of experience in Learning & Development, Organizational Development, or a closely related field
• Demonstrated experience designing and delivering leadership development or manager effectiveness programs, particularly in organizations navigating significant cultural or structural change
• Experience managing vendor and external provider relationships, with accountability for program quality and outcomes
• Strong facilitation and communication skills; comfortable running leadership workshops and senior leadership sessions without needing a script
• Ability to partner with and influence senior leaders and HR stakeholders without direct authority
• Organized, execution-oriented, and comfortable managing a portfolio of programs simultaneously
• Experience building or scaling L&D in an organization without a well-established function. We're not maintaining an existing machine. We're building one.