Manager of Learning and Development

POSITION SUMMARY

The Paul Angell Foundation is committed to being a learning organization where employees continue to develop their skills, grow in their careers, and adapt as the Foundation evolves. The Manager of Learning and Development will lead organization-wide learning and staff development efforts, including manager and leadership development, career development, team learning, performance management, and equity-focused learning and organizational initiatives.

A key focus of this role will be helping translate Paul Angell’s values, culture, equity commitments, and organizational priorities into how we lead, manage, collaborate, communicate, and work together as one Foundation. The Manager will develop andfacilitatetrainings, provide coaching and resources, and partner with leaders and teams toidentifyand address development needs. As Paul Angell grows, this role will also help build the systems and infrastructure needed to support learning and development at scale.

The Manager will be an active member of the broader Talent and Culture (HR) team, contributing to cross-departmental initiatives, organizational learning, staff committees, workforce and succession planning, and other HR priorities as needed. The Manager of Learning and Development will report to the Director of Talent and Culture.

• Partner with the Director of Talent and Culture to develop and implement Paul Angell’s organization-wide learning and development strategy.

• Partner closely with the Leadership Team and Director of Talent and Culture to understand current and future team, organizational, and leadership needs and translate those needs into learning and development priorities.

• Develop andfacilitatetrainings, workshops, coaching, and other development opportunities aligned with organizational needs.

• Build learning systems, tools, and processes that can scale as Paul Angell grows, including evaluating and eventually implementing a formal learning management system.

• Evaluate learning initiatives and use feedback and organizational needs to continuously strengthen Paul Angell’s approach.

• Develop learning and coaching opportunities for current and emerging managers and leaders.

• Strengthen management practices in areas such as feedback, communication, delegation, decision-making, collaboration, conflict management, and leading through change.

• Support employees and managers inidentifyingdevelopment goals, career pathways, and opportunities to build skills for current and future responsibilities.

• Partner with the Director of Talent and Culture toestablishand reinforce consistent expectations for effective management and leadership.

• Support workforce and succession planning by connecting future organizational needs with employee and leadership development.

• Manage the Foundation’s performance management cycle, including goal setting, mid-year reviews, year-end reviews, communications, tools, and related training.

• Manage the 360-degree feedback process for managers and support managers in translating feedback into development priorities.

• Develop tools and resources that strengthen goal setting, feedback, performance conversations, and employee development.

• Identify broader development needsemergingthrough performance management and employee feedback and recommend appropriate learningor coaching.

• Connect performance management with career development, organizational priorities, and Paul Angell’s values.

• Help lead Paul Angell’s organizational equity work and serve in a leadership or chair role on the Foundation’s internal equity committee or related staff structures.

• Integrate…