Learning & Development Manager

Please note that the salary range referenced is a general guideline only. Salary differentials are based on multiple factors including (but not limited to), geographic location, education/training, years of relevant experience/seniority, merit, qualifications, as well as market and business considerations. Mohawk Global considers all of these variables when extending an offer of employment.

Who We Are:

Mohawk Global is a 300+ person team of logistics and trade specialists dedicated to fulfilling the supply chain needs of our customers with a strong emphasis on customs brokerage, domestic and international transportation, trade compliance, education, and consulting. Our business practices are driven and exhibited daily by our three core values: to ENRICH purposefully, to CARE personally and to DELIVER professionally.

To learn more about our core values and what makes us truly unique in our industry, please .

We pride ourselves in being a highly employee-centric organization that truly puts our people (and customers) first! At Mohawk, these aren't just words, they are a demonstrable value that we put into action by our behaviors each day. We have been certified as a "Great Place To Work" for the past eleven years…see what our greatest assets, our people, have to say about us here:
Mohawk Global - A Great Place to Work!

POSITION SUMMARY

The Learning & Development (L&D) Manager builds and delivers a high-performance learning ecosystem that strengthens capability, develops leaders, accelerates growth, and ensures organizational readiness. This role owns the full learning lifecycle - strategy, design, delivery, measurement, and continuous improvement - while coaching operational training specialists to ensure consistency, quality, and scalability across the enterprise.

The L&D Manager leads Mohawk Global University (MGU), oversees leadership development programming, manages certification governance, and ensures every learning experience reflects Mohawk Global's values:
Enrich, Care, Deliver.

KEY RESPONSIBILITIES

LEARNING (Assess, Design, Deliver, Measure):

Training Needs, Skills Gap & Compliance Assessment

* Conduct enterprise-wide training needs assessments, skills-gap analyses, and compliance reviews.

* Partner with leaders to prioritize capability gaps and develop a strategic learning plan aligned with business goals.

Content Development & Maintenance

* Build, update, and maintain learning materials including:

* compliance & safety

* onboarding & orientation

* leadership development

* technical & functional training

* soft skills & professional development

* Serve as lead content creator, ensuring consistency, clarity, and brand alignment.

Certification Program Governance

* Manage all internal and external certification programs, including requirements, renewals, tracking, and documentation.

* Ensure employees maintain required certifications in alignment with regulatory and role-based standards.

Facilitation & Training Delivery

* Facilitate engaging live, virtual, and on-demand training sessions.

* Coach operational training specialists to ensure world-class facilitation quality.

* Equip managers with tools and strategies to reinforce learning and coaching within their teams.

Train-the-Trainer (T3) Development

* Design, deliver, and manage T3 programs to ensure SMEs and trainers deliver accurate, consistent learning experiences.

* Create facilitator guides, playbooks, and quality standards for training delivery.

* Evaluate trainer performance and provide ongoing coaching and feedback.

Compliance, Documentation & Reporting

* Ensure compliance with federal, state, and provincial training mandates.

* Maintain accurate training records and ensure audit readiness.

* Provide dashboards and analytics to Executive Leadership on compliance, participation, and training impact.

Evaluation & Continuous Improvement

* Measure training effectiveness using surveys, knowledge checks, assessments, KPIs, and performance outcomes.

* Use data-driven insights to refine learning programs and improve adoption and experience.

DEVELOPMENT (Leadership Growth, Careers & Culture):

Competency Mapping & Learning Journeys

* Map roles to competencies and create structured learning journeys by role, level, and function.

* Ensure learning paths support mastery, mobility, and long-term career growth.

Leadership & High-Potential Development

* Design and manage leadership development programs for supervisors, managers, and emerging leaders.

* Build development pathways for high-potential talent.

* Partner with HRBPs and leaders to identify readiness and succession needs.

MGU & Leadership Retreat Oversight

* Lead Mohawk Global University (MGU), ensuring curriculum is impactful, modern, and culturally aligned.

* Plan, curate, and deliver leadership retreats, including agenda design, facilitation strategy, and post-retreat activation.

Change Management & Adoption

* Lead communication and rollout plans for learning initiatives.

* Promote a culture of continuous learning through campaigns,…