Manager, Learning & Development

THE ROLE

The Learning & Development Manager is responsible for designing, delivering, and continuously improving learning programs that build employee capability, strengthen leadership and management skills, and support professional growth across the business. Reporting into the Talent Programming and Engagement team, this role will manage a portfolio of learning initiatives across the employee lifecycle, including onboarding, manager and leadership development, professional skills training, learning partnerships, and digital learning. The Manager will partner closely with HR colleagues, business leaders, and external providers to identify development needs and translate them into thoughtful, engaging, and scalable learning experiences.
This role is ideal for someone who combines strong learning and facilitation expertise with excellent program management skills and a passion for creating meaningful development opportunities for employees.

RESPONSIBILITIES

Learning Strategy & Program Development

• Support the development and execution of the organization's Learning & Development strategy, ensuring learning priorities are aligned with business and talent needs.
• Partner with team leads, managers, HR Business Partners, and other stakeholders to identify training needs, capability gaps, and development priorities across the organization.
• Design, develop, and deliver learning programs across the employee lifecycle, including onboarding, professional skills, career development, manager development, and leadership development.
• Develop and manage skills academies and other structured learning pathways that build critical capabilities across functions and employee populations.
• Manage specialized learning initiatives and partnerships, including auctioneer training, and other business-specifi c development programs.

Manager & Leadership Development

• Develop practical tools, resources, and learning experiences that help managers effectively lead, develop, and engage their teams.
• Support leadership workshops, executive coaching, and other targeted development opportunities.

Career Development & Mentorship

• Develop programs and resources that support employees in building skills, navigating their careers, and taking ownership of their professional development.
• Manage mentorship programs, including program design, communications, resources, and ongoing evaluation.
• Partner with Talent and HR colleagues to connect learning programs with broader talent and career development priorities.

Compliance & Business Training

• Coordinate and support the delivery of required compliance training across the organization in partnership with Legal, Compliance, HR, and other subject matter experts.
• Track completion and participation, provide regular reporting, and partner with relevant stakeholders to drive completion against established deadlines.

Learning Platforms & Partnerships

• Oversee day-to-day administration and optimization of the Learning Management System (LMS), including course assignments, learning content, reporting, and user support.
• Oversee external learning offerings and partnerships, including Sotheby’s Institute of Art courses and other educational opportunities.
• Evaluate new learning vendors, platforms, and resources and make recommendations based on quality, relevance, scalability, and cost.

Program Management & Employee Experience

•  Lead the end-to-end execution of learning programs, including planning, scheduling, communications, enrollment, facilitator coordination, materials, and participant experience.
• Develop annual and quarterly learning calendars and manage multiple programs and priorities simultaneously.
• Partner with Internal Communications and HR colleagues to drive awareness of and participation in learning opportunities.
• Manage program budgets, vendor relationships, invoices, and related administrative processes.

Measurement & Continuous Improvement

• Establish and track key learning metrics, including participation, completion, engagement, feedback, and program effectiveness.
• Develop surveys and other feedback mechanisms to evaluate learning experiences and identify opportunities for improvement.
• Prepare regular updates, dashboards, and recommendations for HR leadership and key stakeholders.

IDEAL EXPERIENCE & COMPETENCIES

• 5+ years of experience in Learning & Development, Talent Development, Organizational Development, or a related field.
• Demonstrated experience designing and delivering learning programs from concept through execution and evaluation.
• Experience with manager development, leadership development, onboarding, career development, and/or professional skills programming.
• Strong facilitation and presentation skills, with confidence engaging employees and leaders at different levels of an organization.
• Experience administering Learning Management Systems and managing learning data, assignments, and reporting.
•  Strong project and program management skills with the ability to manage multiple priorities and stakeholders simultaneously.
• Excellent written and verbal communication skills, with the ability to translate complex topics into clear, engaging learning experiences.
• Strong relationship-building and stakeholder management skills, with the ability to effectively assess and respond to business learning needs.
• Experience managing external facilitators, coaches, vendors, or learning partnerships.
• Highly organized, detail-oriented, proactive, and comfortable operating in a fast-paced environment.
• Collaborative and solutions-oriented, with a genuine passion for learning, employee development, and creating a culture of continuous growth.
• Experience with AI-enabled learning platforms and tools, including their implementation and integration into learning programs.

The proposed base salary for this position ranges from $110,000-$130,000. In addition to base salary successful candidates are eligible to receive a discretionary bonus, as well as a competitive benefits package. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and organizational factors are also considered.