People Relations & Enablement Training & Development Manager

Role Overview

• Design a cohesive, enterprise-wide training strategy aligned to the People Relations & Enablement operating model
• Prioritize training initiatives based on risk, impact, and organizational needs
• Ensure alignment with governance standards, investigative protocols, and policy intent
• Establish a multiyear roadmap that evolves with the organization
• Convert policies, procedures, and investigative standards into clear, practice-based learning experiences
• Ensure training emphasizes application, judgment, and real-world decision-making
• Reduce ambiguity by reinforcing expectations, roles, and escalation pathways
• Partner with Policy Lifecycle & Alignment to ensure fidelity to policy intent
• Design targeted training to strengthen leader confidence and capability in addressing people-related issues
• Equip leaders with tools to identify concerns early and respond appropriately
• Reinforce consistent, fair, and respectful management practices
• Support leaders in navigating complex, sensitive, or high-risk situations
• Develop a mix of delivery methods, including digital, live, and blended learning, to support enterprise scale
• Ensure training is accessible, inclusive, and tailored to different leader and teammate audiences
• Leverage technology platforms to support consistent delivery and tracking
• Balance standardization with flexibility for role-specific needs
• Collaborate with Investigative Protocols & Compliance, Policy Lifecycle & Alignment, and Intake teams
• Incorporate legal, compliance, and risk perspectives where appropriate
• Engage PCBPs and operational leaders to ensure training relevance
• Align training efforts with broader organizational learning initiatives
• Establish metrics to assess training participation, comprehension, and application
• Gather feedback from leaders and teammates to improve content and delivery
• Monitor trends to identify gaps in understanding or capability
• Use insights to continuously refine and strengthen training offerings
• Develop reinforcement tools such as job aids, playbooks, and reference guides
• Support ongoing learning through refreshers and targeted interventions
• Enable People Relations teams to coach leaders using consistent frameworks
• Promote a culture of learning, accountability, and continuous improvement
• Identify opportunities to modernize training content and delivery
• Leverage insights, data, and emerging best practices to evolve learning approaches
• Support prevention-focused strategies by strengthening early intervention skills
• Contribute to enterprise efforts to improve consistency, trust, and culture

Requirements

• Bachelor’s degree or equivalent years of experience
• Typically requires 5 years of progressive leadership or training and development experience
• Experience across People Relations, Workforce Analytics, HR Business Partner, organizational development, or strategic advisory work
• Ability to navigate complexity with agility and adaptability
• Strong judgment, strategic thinking, and ability to scale impact
• Ability to develop practical solutions that support consistency and enterprise alignment
• Strong communication, influence, and relationship-building skills
• Resilience and ability to manage stakeholders across a complex environment
• Understanding of the external landscape and emerging trends that may influence People Relations, training, and workforce practices
• Ability to translate complex policies, procedures, and standards into clear learning experiences

Benefits

• Paid Time Off programs
• Health and welfare benefits such as medical, dental, vision, life, and Short
• and Long-Term Disability
• Flexible Spending Accounts for eligible health care and dependent care expenses
• Family benefits such as adoption assistance and paid parental leave
• Defined contribution retirement plans with employer match and other financial wellness programs
• Educational Assistance Program