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About Post Holdings

All our innovations and accomplishments begin with the work of talented people. At Post Holdings, we give our employees the resources they need to grow a career, no matter where they’re starting from. We’re seeking innovative thinkers, ready to take on everyday challenges and realize their own potential. And it all happens in an environment that respects the relationship between work and life.

Learning & Development Manager

Human Resources

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Job Details

Description

Responsibilities:

  • Facilitation:facilitate learning programs, in both classroom and virtual environments creating a comfortable, inclusive and engaging learning environment for meaningful discovery, discussion and collaboration
  • Creation of learning programs/initiatives:Lead the full life-cycle of program design, development, implementation and evaluation, including but not limited to needs analysis, creating/sourcing relevant materials, communications, surveys, facilitation and train the trainer sessions.
  • Assess learning needs through surveys, interviews, and performance gaps to identify opportunities, priorities, and recommend interventions within courseware and software to improve organizational performance
  • Program/Content design:Lead an iterative approach to designing and delivering innovative development initiatives tied to measurable business results that meet stakeholder needs and development objectives. Leveraging best in class techniques and tools, offer on-going, immersive and engaging learning experiences that include education, experience and exposure opportunities.
  • Design staple curriculums for all employees (i.e. values, new managers, leadership)
  • Provide guidance and advice within the business for anyone with questions or queries regarding development plans
  • Work closely with various leaders across the organization and having a full understanding of their departments and learning requirements
  • Utilize different modalities of learning, including e-learning, microlearning, and mobile learning
  • Having an awareness of the allocated budget and an ability to find solutions in order to implement the required learning
  • Build relationships with 3rd party learning providers
  • Oversee the maintenance and sustainability of the Learning Management System for Post Holdings
  • Manage and mentor the development of the HR department from a learning perspective
  • Learning trends and innovation: Stay up to date on trends and best practices to improve performance and engage the modern learner, incorporating innovative solutions into content design and development recommendations
  • QUALIFICATIONS REQUIRED:

  • 5+ years delivering learning programs
  • 3+ years using instructional design and learning development principles and tools
  • 3+ years designing and delivering a variety of learning modalities
  • Bachelor’s Degree in Learning, Instructional Design, Human Resources or equivalent
  • Proven ability to drive effective teamwork, communication, collaboration and commitment across disparate groups with competing priorities
  • Proven ability to deliver projects from inception to maintenance on time and within budget
  • Proven ability to anticipate bottlenecks, provide escalation management, anticipate and make tradeoffs, and balance competing constraints
  • Confident in both written and spoken communication with the ability to present to large audiences
  • Excellent organizational and project management skills; Proven ability to plan and manage multiple parallel projects
  • Excellent needs analysis, instructional design and facilitation skills
  • Experience with Learning Management Systems a plus
  • Qualifications

    Experience


    Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

    The contractor 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 contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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