Learning and Development Manager MFG at Bitzer US Inc

Flowery Branch, Georgia, United States -

Full Time

Start Date

Immediate

Expiry Date

19 Jun, 26

Salary

0.0

Posted On

21 Mar, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Instructional Design, Facilitation, Communication, Presentation, Strategic HR Acumen, Project Management, Analytical Thinking, Cultural Agility, Change Leadership, Adult Learning Principles, Strategic Thinking, Tech Savvy, LMS Proficiency, Talent Tracking Software, Coaching, Succession Planning

Industry

Industrial Machinery Manufacturing

Description

Description Job Summary The Learning and Development (L&D) Manager will be responsible for the end-to-end growth of our workforce. You will development, design and execute training programs for supervisors and managers while spearheading our succession planning initiatives across companies and multiple locations. Your goal is to ensure our leadership pipeline is robust, diverse, and prepared to meet future business challenges. Report To: Director of HR NA Status: Full Time Salaried Except Employee Key Responsibilities 1. Leadership & Management Development Skills Gap Analysis: Initial comprehensive assessment of development needs to determine a course of action need to fill any gaps.Then conduct regular assessments to continuously identify where supervisors and individuals need the most support. Curriculum Design: Create and deliver training modules for new and experienced supervisors and managers (e.g., emotional intelligence, strategic thinking, and performance management). These are to be high-quality, engaging, and relevant training programs, modules, and materials (e.g., presentations, handbooks, e-learning modules, job aids) in which you are using subject matter experts (SMEs) to ensure accuracy, compliance, and relevance of training content. Coaching: Provide 1-on-1 performance coaching to those that are chosen to be developed for the next opportunity within the company. From an entry level employee moving to a lead position to a mid-level managers to help them transition into senior roles. 2. Succession Planning & Talent Pipeline High-Potential (HiPo) Identification: Develop criteria to identify employees with the potential to move into key leadership positions. Career Mapping: Work with individuals to create personalized Individual Development Plans (IDPs) that align with company growth. Risk Mitigation: Identify "critical roles" within the organization and ensure at least two internal successors are being developed for each. 3. Program Evaluation & ROI Measurement: Use one of many models to evaluate the effectiveness of training (Reaction, Learning, Behavior, and Results). Reporting: Present data to executive leadership regarding "bench strength" and the progress of internal promotions as well as data for the evaluation model. Vendor Management: Select and manage training providers and external consultants to ensure high-quality delivery. 4. Stakeholder Collaboration Collaborate: Partner closely with other facilitators, HQ teams, HUB management, Local HR, and other departments to align training initiatives with business objectives and address specific challenges to ensure alignment and effective execution. Key Liaison: Serve as a key liaison between HQ and local entities within the region on matters related to people development and training across all employee levels ensuring alignment and consistency in direction and objectives Who Are We: Bitzer Us Inc. is a leading manufacturer of key components used in commercial and industrial refrigeration and air conditioning systems. These key components include compressors, pressure vessels such as condensers and evaporators, compressor packages, and condensing units. Other products include waste heat-to-power equipment that converts excess heat to low-cost electricity. You will work within the North American HUB which is made up of 4 companies all in commercial and industrial refrigeration and air conditioning systems industry with their primary locations being in Flowery Branch, GA and Syracuse, NY with around 450 employees. You will partner with others within the HUB and with internal and external SMEs to get work done while gaining insight into employees’ needs and deliver solutions that exceed expectations. You will work out of BITZER US which is conveniently located in Flowery Branch, Georgia 5 minutes off I-985 and will need to be willing to travel. The Company is wholly owned by Bitzer SE (located in Germany), the Company is a private company. Work Environment: Corporate and training facility environments with frequent collaboration across global and regional teams. Occasional travel within the designated region mostly to Syracuse NY for training delivery and stakeholder meetings and maybe yearly to Germany. May require work outside standard hours during peak project periods. Physical Demands: Ability to sit or stand for prolonged periods while delivering training. Must be able to lift training materials or equipment up to 25 lbs. occasionally. Frequent use of a computer and presentation tools. Employee Benefits: Medical Insurance (heavily subsidized by the Company) Dental Insurance Company paid Vision Insurance, $50,000 life insurance and Short and Long-Term Disability 3 Weeks Paid Vacation 401(k) Plan where it matches dollar-for-dollar up to 4% of compensation; 100% vested immediately. Company Discretionary Profit-Sharing Contribution based on the profitability of the Company; 100% vested after 6 years on a graded scale Other Information Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.Employees are required to follow any job-related instructions and to perform job-related duties requested by management. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily with or without reasonable accommodations. The requirements listed above are representative of the knowledge, skills, and/or abilities required. This Job Description does not imply an employment contract. BITZER US is an at-will employer. BITZER US is an Equal Opportunity Employer, and as such we recruit, hire, train, and promote persons in all job classifications without regard to race, color, religion, sex, national origin, disability, age, marital status, sexual orientation, gender identity or expression, genetics, status as a protected veteran, or any other characteristics protected by law. Requirements Competencies (Knowledge, Skills & Abilities): Instructional Design & Facilitation: In-depth understanding of adult learning principles and ability to design and deliver impactful, learner-centered programs. Communication & Presentation: Excellent verbal and written communication skills, with the ability to present complex topics clearly to diverse audiences Strategic HR Acumen: Strong understanding of HR best practices, labor law, and organizational development frameworks. Project Management: Ability to manage multiple development projects with efficiency, accuracy, and stakeholder involvement. Analytical Thinking: Skilled in using data to assess training needs and outcomes and make informed decisions. Cultural Agility & Change Leadership: Ability to work across cultures and lead change with resilience, vision, and empathy. Required Qualifications & Skills Experience: 5+ years in L&D, Talent Management, or HR, with a specific focus on leadership training. Strategic Thinking: Ability to see how a training session today impacts the company’s leadership structure three years from now. Communication: Exceptional facilitation and public speaking skills; able to command a room of senior executives. Tech Savvy: Proficiency with Learning Management Systems (LMS) and talent tracking software.

Responsibilities

The Learning and Development Manager is responsible for the end-to-end growth of the workforce by developing, designing, and executing training programs for supervisors and managers. This role also spearheads succession planning initiatives to ensure a robust leadership pipeline meets future business challenges.