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Open nowPosted 2 days ago

Manager, Learning & Development

flowserve346 open roles

Where
Irving, Texas US
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Your applicationOpen nowManager, Learning & Developmentflowserve · Irving, Texas US

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The clock on this job

Early applications get read.

13.3% of postings close within 7 days. Measured by our own scanner across the market. flowserve postings stay open a median of 16 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.6%3 days
  3. 13.3%7 days
  4. 21.3%14 days
  5. 35.7%30 days
  6. 59.1%60 days
This job: posted 2 days ago

flowserve median: 16 days open

The posting

Role Purpose

This role leads the L&D team and the design of learning solutions that build leadership capability and workforce skills for current and future business needs. The Manager operates as a learning architect and performance consultant, ensuring that learning investment addresses real capability gaps, is embedded in the flow of work, and produces measurable business impact.

Key Accountabilities

Learning Needs Assessment & Performance Consulting

  • Lead structured needs assessments with business stakeholders and HRBPs to identify root causes of performance and capability gaps before designing solutions.
  • Distinguish learning needs from issues related to expectations, process, motivation, or organization design and recommend the appropriate response.
  • Maintain a regular business-partnership cadence to anticipate evolving capability needs.

Leadership & Enterprise Capability Development

  • Own the leadership development framework, Manager Essentials, and leadership journeys, with emphasis on practical application and measurable outcomes.
  • Adapt enterprise learning, upskilling, onboarding, and assimilation priorities to business needs and available capacity.
  • Oversee the full learning lifecycle across blended, digital, social, on-the-job, and instructor-led approaches.

Skills, Career Pathways & Targeted Development

  • Partner on the design and evolution of the skills taxonomy, connecting roles, career pathways, learning content, credentials, and work experiences.
  • Ensure employees can see how learning and development opportunities support career progression.

Learning Technology, Portfolio & Vendor Management

  • Oversee LMS governance, learning standards, content accessibility, and portfolio quality; retire outdated content and address platform or delivery issues.
  • Manage external content providers and training vendors, including delivery quality and value.
  • Champion AI-enabled and flow-of-work learning solutions by testing new platforms, modalities, and delivery models.

Impact Measurement & Reporting

  • Define success measures before program launch and track participation, capability improvement, behavior application, and business impact.
  • Use learning analytics and stakeholder feedback to improve the portfolio and communicate the value of L&D investment in business terms.

People Leadership & Cross-COE Partnership

  • Set team objectives, coach performance and professional growth, and build capability within the L&D team.
  • Allocate work and adjust priorities based on business needs, capacity, and service requirements.
  • Partner with HRBPs, Talent, Performance & Culture, and Functional Learning teams to embed learning in business and talent priorities.

What Success Looks Like in This Role

  • Learning priorities are clearly connected to business, leadership, and workforce capability needs.
  • Stakeholders view L&D as a performance partner rather than a training order-taker.
  • Leadership and learning solutions demonstrate application at work and measurable impact.
  • The learning portfolio and technology ecosystem are current, accessible, and actively used.
  • Skills and career pathways are integrated with development opportunities.
  • The team delivers high-quality work, manages capacity effectively, and grows its capability.

Required Experience

  • 7+ years of progressive experience in HR, learning & development, talent management, organizational development, or a related people function.
  • Demonstrated experience designing, delivering, or managing development programs, whether as a dedicated L&D professional or as part of a broader HR, HRBP, or talent role.
  • Proven ability to consult with business leaders, diagnose capability or performance gaps, and translate them into practical solutions.
  • Experience leading people or managing a team, project team, or significant cross-functional initiative.
  • Track record of using data and stakeholder feedback to measure program effectiveness and drive continuous improvement.
  • Bachelor's degree in Human Resources, Organizational Psychology, Education, Business, or a related field, or equivalent practical experience.

Preferred Qualifications

  • Leadership development experience, including manager programs, leadership journeys, or competency frameworks.
  • Hands-on experience with LMS/LXP platforms, digital learning tools, or AI-enabled learning solutions.
  • Exposure to skills taxonomies, career pathing, or talent and succession processes.
  • Experience in a global, matrixed, or industrial/manufacturing environment.
  • Relevant certifications (e.g., ATD/CPTD, SHRM, CIPD, coaching, or assessment certifications); not required.

Candidates with broader HR backgrounds (e.g., HR Business Partner, Talent Management, or Organizational Development) who bring strong capability-building and consulting experience are encouraged to apply.

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