Manager-Learning & People Development

Manager Learning & People Development

Role Overview

The Manager – Learning & People Development plays a critical role in strengthening Quest Global’ s leadership and people capability. The role is responsible for contributing to the design and delivery of core learning and leadership development initiatives across the organization.

This role blends program orchestration, learning design, stakeholder management, and execution discipline, ensuring leadership development efforts are relevant, scalable, and aligned with business priorities. The role works closely with the CLO organization, HR Business Partners, and Business Leaders.

Key Responsibilities

Learning & Leadership Development

• Architect and execute the development of forward-looking, high-impact learning and leadership development programs across different talent categories
• Support the design, rollout, and enhancement of manager and leadership development programs aligned to enterprise capability needs.
• Ensure learning interventions go beyond events to structured journeys with practice and reinforcement.
• Work with internal subject matter experts and external faculty to ensure learning quality and relevance.

Stakeholder & Vendor Management

• Serve as a primary liaison across stakeholders involved in leadership and people development programs.
• Manage relationships with external learning partners, facilitators, and assessment providers (as applicable).
• Ensure timely delivery, quality standards, and alignment with program intent.

Program & Project Management

• Own the end-to-end management of certain org wide critical leadership programs, including planning, execution, stakeholder engagement, and reporting.
• Lead the design, curation, and continuous improvement of learning journeys for programs, integrating best practices in adult learning and leadership development.
• Ensure alignment of learning content with leadership competencies.
• Monitor progress using robust metrics and provide regular updates to stakeholders.

Assessment & Evaluation

• Develop and implement assessments to measure learning effectiveness, & readiness, and program ROI.
• Analyze feedback and performance data to drive continuous improvement.

Learning Governance, Metrics & Reporting

• Ensure program governance through adherence to playbooks, process documentation, and compliance with organizational standards.
• Track and report key metrics, risks, and outcomes to senior leadership on a regular basis.

Essential Qualifications & Experience

• A Master’s degree in Human Resources, Organization Development, Psychology field.
• 15+ years of progressive experience in learning & development, leadership development, or sales enablement, with a record of managing large-scale programs.
• Demonstrated expertise in learning design, leadership development frameworks, succession planning, and 360-degree feedback.
• Proven experience in vendor management and partnership building.
• Strong analytical, critical and systems thinking skills.
• Advanced proficiency in Microsoft Office Suite (PowerPoint, Excel).
• Excellent verbal and written communication skills; confident, articulate, and able to influence at all levels.
• Ability to thrive in a fast-paced, virtual, and multicultural environment.

Desired Attributes

• Demonstrates strong collaboration and influencing skills, with the ability to take initiative and drive projects forward.
• Capable of managing multiple tasks simultaneously while maintaining a high level of accuracy and attention to detail.
• Ability to manage ambiguity and change.
• High degree of adaptability, resilience, and resourcefulness.
• Knowledge of psychometric tools such as Hogan, PI, etc.

Work Experience

Manager – Learning & People Development

Role Overview

The Manager – Learning & People Development plays a critical role in strengthening Quest Global’ s leadership and people capability. The role is responsible for contributing to the design and delivery of core learning and leadership development initiatives across the organization.

This role blends program orchestration, learning design, stakeholder management, and execution discipline, ensuring leadership development efforts are relevant, scalable, and aligned with business priorities. The role works closely with the CLO organization, HR Business Partners, and Business Leaders.

Key Responsibilities

Learning & Leadership Development

• Architect and execute the development of forward-looking, high-impact learning and leadership development programs across different talent categories
• Support the design, rollout, and enhancement of manager and leadership development programs aligned to enterprise capability needs.
• Ensure learning interventions go beyond events to structured journeys with practice and reinforcement.
• Work with internal subject matter experts and external faculty to ensure learning quality and relevance.

Stakeholder & Vendor Management

• Serve as a primary liaison across stakeholders involved in leadership and people development programs.
• Manage relationships with external learning partners, facilitators, and assessment providers (as applicable).
• Ensure timely delivery, quality standards, and alignment with program intent.

Program & Project Management

• Own the end-to-end management of certain org wide critical leadership programs, including planning, execution, stakeholder engagement, and reporting.
• Lead the design, curation, and continuous improvement of learning journeys for programs, integrating best practices in adult learning and leadership development.
• Ensure alignment of learning content with leadership competencies.
• Monitor progress using robust metrics and provide regular updates to stakeholders.

Assessment & Evaluation

• Develop and implement assessments to measure learning effectiveness, & readiness, and program ROI.
• Analyze feedback and performance data to drive continuous improvement.

Learning Governance, Metrics & Reporting

• Ensure program governance through adherence to playbooks, process documentation, and compliance with organizational standards.
• Track and report key metrics, risks, and outcomes to senior leadership on a regular basis.

Essential Qualifications & Experience

• A Master’s degree in Human Resources, Organization Development, Psychology field.
• 15+ years of progressive experience in learning & development, leadership development, or sales enablement, with a record of managing large-scale programs.
• Demonstrated expertise in learning design, leadership development frameworks, succession planning, and 360-degree feedback.
• Proven experience in vendor management and partnership building.
• Strong analytical, critical and systems thinking skills.
• Advanced proficiency in Microsoft Office Suite (PowerPoint, Excel).
• Excellent verbal and written communication skills; confident, articulate, and able to influence at all levels.
• Ability to thrive in a fast-paced, virtual, and multicultural environment.

Desired Attributes

• Demonstrates strong collaboration and influencing skills, with the ability to take initiative and drive projects forward.
• Capable of managing multiple tasks simultaneously while maintaining a high level of accuracy and attention to detail.
• Ability to manage ambiguity and change.
• High degree of adaptability, resilience, and resourcefulness.
• Knowledge of psychometric tools such as Hogan, PI, etc.