United States onlyThe Manager, Learning and Development is expected to be a strategic thinker with exceptional organizational and time management skills. This role will require adaptation to the changing demands that come with a fast-paced, growth environment; and comfortability with driving collaboration across multiple departments to help drive toward corporate goals. In this role, the manager is responsible for identifying training needs, developing tailored learning content, monitoring and tracking team performance, and facilitating engaging learning experiences that promote ongoing growth and success.
Responsibilities
- Lead the Learning & Development team by providing support, coaching, and training (both direct and indirect) to enable each team member to be successful in their role, ensuring that team efforts meet business needs, and drive performance improvement.
- Conduct thorough identification and evaluation of both current and future training requirements through methods such as job analysis, needs assessments, career path reviews, annual performance appraisals, and direct consultation with Company Department Leadership.
- Identify, monitor, and manage relevant KPIs to ensure efficiency, accuracy, and effectiveness of team members, as well as create and monitor department goals and strategy consistent with company objectives.
- Develop individualized and group training programs that address specific business needs, drive brand values and philosophy through all training and development activities and serve to facilitate strategic training based on organizational goals.
- Oversee and contribute to the design, creation, maintenance, and update of required and supplemental learning, training, and education materials. This includes prioritizing the team’s workload to ensure department and company goals are met.
- Perform other responsibilities as assigned.
Requirements
- Direct experience with training, talent development, and succession planning.
- Reliability, flexibility, and a collaborative business mindset
- Exceptional written and oral communication skills.
- Proven success designing and creating various forms of learning materials (E.g.: SOPs)
- Advanced proficiency with MS Office, with the ability to adapt and learn new applications quickly.
- Minimum 2 years management/leadership experience.
LSA has been recognized as a top workplace in 2023, 2024 and 2025 by Top Workplaces in the USA and the Philadelphia Inquirer’s Top Workplaces! Please view our profile via the following link: https://topworkplaces.com/company/language-services-associ/
LSA Provides a great benefits package to full-time employees. We offer Medical, Dental, Vision, 401k with partial match, and other employer covered benefits. Reach out to set up an interview and learn more!
If you are an individual with a disability and would like to request a reasonable accommodation as part of the employment selection process, please contact Stefan Suchanec at 800.305.9673
Founded in 1991 by Laura K.T. Schriver, LSA offers a full range of premier language-based services. With over 240 employees and a network of more than 3,000 Independently Contracted global Linguists, LSA fulfills the multicultural communication needs of more than 2,000 clients worldwide, in over 230 languages, across virtually every industry segment. LSA is conveniently located in Horsham, minutes from the PA Turnpike, in a business center with ample free parking and beautiful landscaping. LSA offers a competitive benefits package with a generous 401k match for qualifying employees. For more information on LSA, please visit www.lsa.inc
LSA is an Equal Opportunity Employer/Veterans/Disabled. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. EEO IS THE LAW
PAY TRANSPARENCY NONDISCRIMINATION PROVISION
LSA will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the LSA’s legal duty to furnish information. 41 CFR 60-1.35(c)
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