Program Manager, Learning & Development

Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees. Our founder, Barc Simpson established 9 Principles of Business we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956.

Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures. Learn about our company culture directly from our team.

The Program Manager, Learning & Development is responsible for managing, measuring and continuously improving enterprise employee and leadership development programs that strengthen organizational capability, support talent priorities, and drive measurable business impact. This role supports the Training COE and partners closely with training leaders (L&OD, Sales and Operations), facilitators, vendors, and other key training stakeholders to translate development strategies into scalable learning experiences, effective program operations, and meaningful outcomes for employees, leaders, and the business.

Success in this position requires strong program and vendor management, stakeholder engagement, learning design knowledge, operational discipline, and a data-driven approach to evaluating effectiveness and improving participant experience and outcomes. The role plays a critical part in ensuring development programs are well-governed, executed, aligned to enterprise priorities, and continually optimized to build targeted skills, strengthen leadership capability, and improve organizational performance.

Lead end-to-end deployment and execution of development programs, including planning, scheduling, communication, participant management, facilitator coordination, logistics, and stakeholder support. Manage annual program calendars, cohort schedules, enrollment processes, and learning technology requirements to ensure consistent and scalable program delivery. Support program budget development, tracking and reporting processes. Develop and maintain standard work, operating procedures, and governance processes that improve efficiency, quality, and participant experience across all programs.

Develop and execute communications (pre, post and during training programs) that build awareness engagement and adoption of learning programs Serve as the primary point of contact for program stakeholders, vendors, facilitators, and participants throughout the program lifecycle. Ensure programs align to organizational learning and compliance standards, processes, service-level agreements and documentation practices.

Design and manage employee and leadership development programs aligned to enterprise talent, succession, and workforce capability priorities. Partner with business leaders, HR partners, and subject matter experts to conduct needs assessments and translate business requirements into measurable learning objectives, program structures, and participant journeys. Create and maintain program frameworks, materials, communications, evaluation tools, and supporting resources that promote learner engagement and achievement of desired outcomes.

Design programs to support manager engagement, post-training reinforcement, learning transfer and sustainability. Ensure programs incorporate modern learning design and approaches, organizational values, and best practices in leadership and employee development. Evaluate and leverage learning management systems and other learning technologies to support program administration, training delivery, learner engagement, tracking and reporting.

Establish and manage program measurement strategies that evaluate participant experience, learning effectiveness, behavioral adoption, and business impact. Analyze program data, assessment results, participation trends, and stakeholder feedback to identify…