Learning & Development Manager

LEARNING AND DEVELOPMENT MANAGER

ROLE OVERVIEW

As the Learning and Development Manager at INTERVAL, you will be responsible for architecting, implementing, and continuously enhancing the organization’s learning, performance, and capability development ecosystem. This role goes beyond training delivery and focuses on driving measurable performance improvement, leadership readiness, employee engagement, and long -term talent sustainability.

You will work closely with senior leaders, department heads, and HR stakeholders to identify skill and capability gaps, translate business needs into structured learning interventions, and ensure that learning investments deliver tangible organizational outcomes.

KEY RESPONSIBILITIES

1. Learning Strategy & Needs Analysis

• Conduct organization -wide learning needs assessments using performance data, skill -gap analysis, and stakeholder inputs.
  

• Design and maintain role -based and level -based learning frameworks aligned with business priorities.
  

• Translate organizational goals into short -term and long -term learning roadmaps.
  

2. Training Design & Implementation

• Research, design, and deploy high -impact training programs using blended learning methodologies (classroom, digital, experiential, and on -the -job learning).
  

• Customize learning interventions for departments, teams, and individuals based on identified performance and capability gaps.
  

• Ensure training programs are outcome -driven, measurable, and aligned with adult learning principles.
  

3. Onboarding & Role Readiness

• Design and continuously improve structured onboarding journeys to accelerate new hire productivity and cultural integration.
  

• Partner with department leaders to ensure role readiness milestones are clearly defined and tracked.
  

4. Performance & Development Enablement

• Collaborate with managers and employees to create Individual Development Plans (IDPs) aligned with career aspirations and organizational needs.
  

• Support leadership and managerial capability development initiatives.
  

• Enable performance improvement through targeted interventions such as coaching, OJT, and focused skill -building programs.
  

5. Employee Engagement & Culture Building

• Design and execute employee engagement initiatives, learning events, and capability -building forums.
  

• Lead employee recognition and appreciation programs to reinforce desired behaviors and improve retention.
  

6. Stakeholder Management & Collaboration

• Partner with department heads, leadership teams, and HR to ensure alignment between learning initiatives and business requirements.
  

• Act as a strategic advisor to leaders on people development, capability gaps, and readiness risks.
  

7. Learning Systems & Technology

• Own and manage the Learning Management System (LMS), ensuring accessibility, adoption, and operational efficiency.
  

• Track learning participation, completion, and effectiveness through dashboards and reports.
  

8. Budget & Vendor Management

• Plan and manage the learning and development budget with a focus on cost efficiency and ROI.
  

• Evaluate and manage external training partners, facilitators, and vendors as required.
  

9. Measurement & Continuous Improvement

• Establish feedback mechanisms and evaluation frameworks to measure training effectiveness.
  

• Analyze learning data and employee feedback to refine programs continuously and strategies.
  

QUALIFICATIONS & EXPERIENCE

• Bachelor’s or Master’s degree in Human Resources, Learning & Development, Organizational Psychology, or a related field.
  

• Proven experience in learning design, training delivery, and capability development.
  

• Strong stakeholder management, facilitation, and project management skills.
  

• Hands -on experience with learning technologies, LMS platforms, and digital learning tools.
  

• Ability to link learning initiatives to performance metrics and business outcomes.
  

KEY PERFORMANCE METRICS

• Time -to -productivity and effectiveness of new hire onboarding.
  

• Achievement of defined learning and performance objectives.
  

• Employee and stakeholder satisfaction scores related to learning initiatives.
  

• Training effectiveness ratings and post -training impact measures.
  

• Retention and internal mobility rates following learning interventions.
  

• Budget adherence and cost -effectiveness of learning programs.