Learning Manager - New Hire Success & Professional Development

Job description

About the Company RNGD is a rapidly scaling organization emerging as a nationally recognized leader in construction through our unique Renegade mindset focused on innovation, creativity, and culture. The team is made up of a highly engaged group of seasoned professionals and emerging leaders. We are creators who believe that what we build drives the growth of our cities and that to fulfill our mission, we must constantly challenge the old way of doing things. Headquartered in New Orleans, Louisiana, we thrive on building communities, building teams, building leaders, and growing the business throughout the Southeast region with additional offices in Mississippi, Tennessee, and Alabama. About the Role We’re looking for a Learning Manager - New Hire Success and Professional Development, that will lead RNGD’s onboarding, role-readiness, and professional development portfolios through Renegade Academy. This position creates an intentional development journey that helps new employees become productive Renegades faster while strengthening the professional capabilities employees need throughout their careers. The Learning Manager partners across Renegade Academy, Talent Acquisition, HR, Employee Experience, IT, Safety, business leadership, managers, subject matter experts, and external partners to connect development needs to practical, scalable learning solutions. This role owns assigned portfolios from identified need through implementation, measurement, and continuous improvement while leading initiatives through shared Renegade Academy resources. Success in this role requires strong knowledge of onboarding, employee development, role-readiness, learning design, manager enablement, program management, stakeholder consulting, measurement, and continuous improvement. Core Responsibilities Portfolio Leadership and Development Planning Own assigned Renegade Academy development portfolios from identified need through implementation, measurement, and continuous improvement. Translate business priorities, workforce needs, performance trends, and capability gaps into development priorities, learning solutions, and measurable outcomes. Evaluate available programs and resources and recommend what should be built, improved, scaled, purchased, replaced, or discontinued. Lead portfolio initiatives through shared Renegade Academy resources, including Instructional Design, Learning Operations, Program Coordination, facilitators, and subject matter experts. Communicate portfolio progress, results, risks, dependencies, and resource needs to the Director of Renegade Academy and key stakeholders. New Hire Success and Onboarding Design and maintain RNGD’s enterprise onboarding framework, standards, milestones, and core learning experience. Develop onboarding and role-readiness pathways based on role, function, and identified business needs. Connect preboarding, organizational onboarding, job-specific development, and key milestones into one intentional new-hire journey. Coordinate job-shadowing, buddy, role-transition, and other onboarding experiences that support employee integration and early success. Maintain onboarding content and pathways as RNGD’s roles, systems, processes, and business needs evolve. Ensure the onboarding experience remains consistent while allowing for appropriate role, function, and business-specific requirements. Role Readiness and Manager Enablement Partner with business leaders, managers, and subject matter experts to define what employees must know, perform, and demonstrate to become proficient in their Translate proficiency expectations into practical role-readiness pathways, learning experiences, application opportunities, and measures of readiness. Establish clear expectations for manager involvement throughout onboarding, development, and role transitions. Develop tools and resources that help managers reinforce learning, assess progress, provide feedback, and support employee Identify recurring readiness gaps and coordinate learning solutions that improve employee performance and time-to-productivity. Professional Development Portfolio Lead a professional development portfolio that builds capabilities needed across roles, functions, and career stages. Identify development needs through business priorities, employee and leader input, performance trends, and capability gaps. Curate and manage a relevant mix of instructor-led, virtual, digital, self-directed, and externally provided development opportunities. Create learning pathways and recommendations that make available development resources easier for employees and managers to navigate and use. Ensure professional development offerings are practical, high quality, aligned with RNGD’s needs, and reinforced through application when appropriate. Monitor the relevance and value of available offerings and recommend which programs or resources should be continued, expanded, replaced, or discontinued. Cross-Functional Program Delivery and Partnerships Collaborate with Talent Acquisition, HR, Employee Experience, IT, Safety, business leaders, managers, and other partners from initial discovery through implementation and Coordinate the contributions of Instructional Design, Learning Operations, Program Coordination, facilitators, and subject matter experts to support successful program Evaluate and manage external content libraries, facilitators, vendors, and development Establish clear roles, timelines, expectations, and decision points across internal and external project teams. Maintain stakeholder alignment and address risks, barriers, or competing priorities that could affect portfolio outcomes. Measurement, Evaluation and Continuous Improvement Measure participation, completion, learner experience, manager involvement, role readiness, time-to-productivity, and other meaningful portfolio outcomes where Gather employee, manager, and stakeholder feedback to identify recurring gaps, barriers, and improvement opportunities. Use available data, feedback, and evolving business needs to strengthen onboarding and professional development solutions. Evaluate whether current learning experiences and resources are producing the intended employee and business outcomes. Recommend future portfolio priorities, investments, partnerships, resources, and capacity needs for Renegade Academy. Preferred Qualifications Bachelor’s degree in Learning and Development, Organizational Development, Human Resources, Education, Business, or a related field preferred. Five or more years of progressive experience in learning and development, talent development, onboarding, employee development, or a related field preferred. Demonstrated experience designing and managing onboarding, role-readiness, or professional development programs. Experience developing learning journeys and solutions for multiple roles, functions, or employee populations. Strong knowledge of adult-learning principles, curriculum design, manager enablement, and employee development practices. Experience partnering with business leaders and subject matter experts to identify performance needs and translate them into practical learning solutions. Experience managing external learning vendors, facilitators, content libraries, or development Ability to use learning data, employee feedback, and business outcomes to evaluate program effectiveness and recommend improvements. Strong program-management, communication, facilitation, consulting, and stakeholder-management capabilities. Experience supporting construction, skilled trades, operations, or another field-based workforce Core Competencies RNGD Values Alignment Exemplifies RNGD’s core values: Renegade Mentality Sweep Floors Build Together Honor Promises Portfolio Leadership and Strategic Alignment Translates business and workforce needs into clear development priorities, scalable learning solutions, and measurable outcomes. Demonstrates a Renegade Mentality by evaluating what should be built, improved, scaled, purchased, replaced, or discontinued. Maintains alignment between assigned portfolios, Renegade Academy priorities, and RNGD’s evolving business needs. New Hire Success and Role-Readiness Design Creates intentional onboarding and role-readiness experiences that help employees become productive Renegades faster. Applies the Sweep Floors mindset by addressing the practical details employees and managers need throughout onboarding and role transitions. Connects organizational learning, job-specific development, manager reinforcement, and readiness expectations into a cohesive employee journey. Professional Development and Manager Enablement Develops relevant learning pathways that strengthen employee capabilities across roles, functions, and career stages. Equips managers with practical tools and resources to reinforce learning, assess readiness, and support employee development. Builds Together by engaging employees, managers, leaders, and subject matter experts in shaping meaningful development solutions. Stakeholder Consulting and Program Leadership Builds trusted partnerships across Renegade Academy, Talent Acquisition, HR, Employee Experience, IT, Safety, business leadership, and external partners. Aligns diverse stakeholders around shared priorities, responsibilities, timelines, and Honors Promises by communicating progress, risks, resource needs, and expectations clearly throughout program delivery. Learning Measurement and Continuous Improvement Uses participation data, employee and manager feedback, performance trends, role-readiness indicators, and business needs to evaluate learning effectiveness. Demonstrates a Renegade Mentality by continually challenging programs and resources to deliver greater value. Applies the Sweep Floors mindset by maintaining reliable information and taking ownership of the details required to support sound recommendations. RNGD is an Equal Opportunity Employer.