Learning and Leadership Development Manager

Overview

The Learning and Leadership Development Manager develops and leads programs that strengthen leadership capabilities and support employee growth. This position equips supervisors, managers, and directors with the interpersonal and people management skills needed to lead effectively, develop their teams, and demonstrate the organization’s values, vision, and mission.

Working closely with Human Resources and organizational leaders, this role oversees leadership training, succession planning, individual development planning, and the ongoing improvement of the leader-employee one-on-one meeting process.

Responsibilities

Leadership Training and Development

• Design, deliver, and evaluate leadership development programs for supervisors, managers, and directors.
• Provide practical training in communication, coaching, feedback, conflict resolution, delegation, accountability, emotional intelligence, and team building.
• Prepare newly hired or promoted leaders for their people management responsibilities through structured onboarding and development.
• Assess leadership development needs through stakeholder input, employee feedback, performance trends, and organizational priorities.
• Create workshops, learning materials, and tools that help leaders apply skills in their daily work.

Succession Planning

• Partner with Human Resources and senior leadership to establish and maintain a succession planning process.
• Identify critical roles, assess talent readiness, and support the development of potential successors.
• Facilitate talent reviews and help leaders create targeted development plans to address readiness gaps.
• Track progress and recommend learning opportunities, mentoring relationships, and stretch assignments.

One on One Meeting Process

• Establish and improve a consistent framework for meaningful one-on-one meetings between leaders and employees.
• Train leaders to conduct conversations that address performance, expectations, development, challenges, and employee feedback.
• Review the effectiveness of the process and provide coaching, templates, and tools to strengthen meeting quality and follow-through.
• Encourage regular development conversations and accountability for agreed-upon actions.

Individual Development

• Partner with leaders and employees to create individual development plans aligned with career interests, role requirements, and business needs.
• Help identify strengths, development opportunities, and appropriate learning resources.
• Support coaching, mentoring, and other development opportunities that build employee capability.
• Monitor progress toward development goals and help leaders evaluate results.

Values Vision Mission and Culture

• Develop and deliver training that builds understanding of the organization’s values, vision, and mission.
• Translate organizational values into clear, observable leadership behaviors and workplace expectations.
• Incorporate culture and values into the training programs, and individual development activities.
• Facilitate the Corporate Culture onboarding program monthly to all new hires at the corporate office.
• Partner with leaders to reinforce consistent behaviors and practices across the organization.

Program Management and Evaluation

• Maintain a training calendar and coordinate facilitators, vendors, learning resources, and program logistics.
• Establish measures to evaluate participation, learning, application of skills, and program effectiveness.
• Use feedback and results to continuously improve training and development programs.
• Manage assigned training and maintain accurate learning and development records.

What Flagger Force Offers:

• Medical, vision and dental insurance
• 401k w/company match
• Generous paid time off
• On-site fitness facility
• Paid holidays
• Health savings account
• Company paid benefits (long term disability and basic life/AD&D)
• Employee assistance program
• Tuition and education assistance
• Employee appreciation events
• Giving back to the communities we serve through paid volunteer time off
• Professional development opportunities

Qualifications

• Bachelor’s degree in Human Resources, Organizational Development, Education, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
• Five or more years of progressive experience in training and development, leadership development, or organizational development.
• Demonstrated experience designing and facilitating leadership training for multiple levels of management.
• Experience supporting succession planning, talent reviews, and individual development planning.
• Strong knowledge of adult learning principles and practical training methods.
• Excellent facilitation, coaching, communication, and relationship-building skills.
• Ability to manage multiple programs, assess effectiveness, and connect development initiatives to business needs.
• Ability to handle sensitive employee and talent information with discretion.

Flagger Force is an industry leader in traffic control. Utilizing robust technology resources and expertise, we support the nation’s infrastructure, utilities, and other service industries throughout the eastern United States.

Flagger Force provides a supportive work environment centered on our organization's values, vision, and mission. The leadership team believes that our most important asset is our employees.

Flagger Force is an Equal Opportunity Employer. Flagger Force's policy is to provide equal employment opportunities without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, military status, sexual orientation, genetic information, or any other protected status under applicable law

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