Senior Manager Learning and Organizational Development - Weins Corporate (CO)

Senior Manager, Learning and Organizational Development

NOC Code: 10011

Reporting Responsibilities

Reports to: General Manager, People and Engagement

Department: People and Engagement

Partnerships: General Managers, Department Managers, Operations leaders, Fixed Operations leaders, Sales leaders, Service leaders, Parts leaders, Head Office leaders, internal facilitators, training vendors, external coaches, education partners, and subject matter experts.

Role Summary

Reporting to the General Manager, People and Engagement, the Senior Manager, Learning and Organizational Development supports the execution of the WEINS Canada learning academy model by translating organizational and business needs into structured learning pathways, leadership tools, coaching supports, and development programs.

This role provides People and Engagement-led oversight across key learning academies, beginning with the Early Talent Academy and progressing through the Employee Experience Academy, Leadership Academy, Customer Excellence Academy, and Learning Systems. As a partner to business leaders across the organization, the role identifies capability gaps, improves consistency in training and development across locations, and ensures learning programs support associate experience, leadership effectiveness, customer experience, compliance, and measurable business impact.

Functional Responsibilities

1. Early Talent Academy

2. Employee Experience Academy

3. Customer Excellence Academy

4. Leadership Academy

5. Learning Systems, Reporting, and Evaluation

Specific Responsibilities

1. Early Talent Academy

• Develop and maintain the framework for an early talent management program, including placement structure, manager expectations, student experience standards, and future talent pipeline planning.
• Partner with local schools, school boards, colleges, universities, and other education partners to build early talent pathways across sales, service, parts, administration, and head office functions.
• Register for and attend career events and job fairs where appropriate to support talent attraction and community partnership opportunities.
• Complete and track academic co-op student agreements, placement details, and related documentation.
• Partner with managers to improve the student placement experience and identify opportunities to strengthen future talent pipelines.

2. Employee Experience Academy

• Support the design, delivery, maintenance, and continuous improvement of the monthly New Hire Orientation, ensuring the program reinforces WEINS culture, associate expectations, foundational policies, customer experience standards, and early engagement.
• Support organizational effectiveness initiatives that strengthen associate engagement, performance consistency, culture, succession readiness, and enterprise-wide capability.
• Support the annual Employee Survey Index process, including coordination, communication, reporting, data administration, leader enablement, and follow-up planning.
• Support the annual performance review process through training, communication, template maintenance, system coordination, manager resources, and reporting.
• Ensure managers and associates understand performance review expectations, engagement survey expectations, timelines, tools, and documentation requirements.
• Support learning and communication related to company policies, procedures, workplace expectations, compliance, risk mitigation, and health and safety requirements.
• Use engagement survey results, performance review themes, operational feedback, audit findings, and workforce insights to identify learning and organizational effectiveness opportunities.

3. Customer Excellence Academy

• Establish practical learning frameworks that support consistent execution across locations while ensuring operational leaders remain active partners in adoption and reinforcement.
• Design and provide People and Engagement-led oversight and where needed to implement and deliver Customer Excellence learning programs, including HESA, SASA, and CX front-line training.
• Ensure Customer Excellence programs align with WEINS standards, customer experience expectations, manufacturer requirements, leadership expectations, and organizational competencies.
• Monitor program effectiveness through participation data, feedback, operational indicators, manager input, and observed behaviour change.
• Partners with business leaders across the organization, including Sales, Service, Parts, Fixed Operations, Head Office, General Managers, and Department Managers, to identify customer experience capability gaps, training priorities, and reinforcement needs.
• Recommend enhancements to improve knowledge retention, field application, manager reinforcement, and measurable customer experience impact.

4. Leadership Academy

• Design, implement, and continuously improve leadership and management development programs for current and emerging leaders, including the Service Manager Development Program.
• Support the design, delivery, maintenance, and continuous improvement of New Leader Orientation, ensuring the program reinforces WEINS leadership expectations, leader accountability, associate experience, foundational People and Engagement practices, performance management, communication standards, and early leader effectiveness.
• Build leader capability in coaching, performance management, communication, accountability, associate engagement, and operational leadership.
• Develop leadership tools, facilitator guides, participant materials, leader resources, and post-program reinforcement strategies.
• Partner with business leaders across the organization to identify leadership capability gaps and recommend development solutions that support succession readiness, leadership effectiveness, and internal talent mobility.
• Support leadership coaching and development initiatives for General Managers, Department Managers, and emerging leaders, including structured coaching goals, progress checkpoints, and alignment to business priorities.
• Source, assess, and coordinate external coaching partners where appropriate while maintaining appropriate confidentiality, professional boundaries, and People and Engagement governance.

5. Learning Systems, Reporting, and Evaluation

• Oversee the administration, maintenance, and optimization of learning management systems and related learning platforms.
• Ensure learning content, assessments, courses, records, completion data, and learner profiles are accurate, current, and properly maintained.
• Upload and administer video content, training materials, assessment tools, job aids, and learning resources as required.
• Track and report on training participation, completion, feedback, compliance, program effectiveness, learning outcomes, and follow-up actions.
• Develop dashboards, summaries, and reporting insights that help business leaders understand learning activity, capability gaps, risks, completion trends, and organizational impact.
• Evaluate learning programs using participation data, learner feedback, manager feedback, operational indicators, behaviour change, and business impact measures.
• Identify opportunities to improve learner experience, data integrity, reporting discipline, system use, evaluation practices, and administrative efficiency.

6. Additional Responsibilities

• Perform other duties, projects, and responsibilities as assigned to support evolving business priorities, People and Engagement initiatives, and organizational needs.

Specific Qualifications

• Bachelor’s degree in organizational development, Education, Business, Adult Learning, or related field.
• Minimum 5–7 years of progressive experience in learning and development, leadership development, training strategy, organizational effectiveness, people operations, or a related discipline.
• Experience designing and supporting enterprise learning programs, leadership development initiatives, and manager capability-building programs.
• Experience supporting sales, service, operations, automotive, dealership, or customer-facing business environments is strongly preferred.
• Demonstrated experience with instructional design, facilitation, learning systems, training measurement, and program evaluation.
• Experience developing manager-facing resources, facilitation guides, and structured learning programs.
• Strong knowledge of adult learning principles, leadership development practices, performance enablement, change management, and organizational effectiveness.
• Strong business acumen with the ability to connect learning initiatives to operational performance, engagement, customer experience, and leadership effectiveness.
• Strong communication, facilitation, stakeholder management, project management, and analytical skills.
• Ability to influence leaders, manage competing priorities, and deliver high-quality work in a fast-paced environment.
• Experience with people systems, LMS, performance management systems, survey tools, and Microsoft 365.
• Valid Ontario driver’s license.

Supervisory Responsibilities

• This role may provide functional leadership, coaching, and direction to People and Engagement team members, internal facilitators, subject matter experts, vendors, external coaches, and project contributors involved in learning and development initiatives.
• This role may have direct supervisory responsibility if assigned based on future department structure.

Physical Requirements

Team members must be able to meet the physical demands above to successfully perform the essential job functions. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. Frequency options consist of: Continuously, Frequently, Occasionally, and Never.

Physical Requirements Hours Per Day Lifting Requirements Frequency

Sitting 4–5 Hours Lifting 0–15 lbs.* Occasionally

Standing 2–3 Hours Lifting 16–50 lbs.* Occasionally

Walking 0–1 Hours Lifting 51–100 lbs. Never

Stooping 0–1 Hours Lifting Over 100 lbs. Never

Crawling 0–1 Hours

Kneeling 0–1 Hours Carrying Requirements Frequency

Bending 0–1 Hours Carrying 0–15 lbs.* Occasionally

Reaching above head 0–1 Hours Carrying 16–50 lbs.* Occasionally

Climbing 0 Hours Carrying 51–100 lbs. Never

Grasping 0 Hours Carrying Over 100 lbs. Never

Auditory/Visual Requirements Frequency Pushing/Pulling Requirements Frequency

Close Vision Continuously Pushing/Pulling 0–15 lbs.* Occasionally

Distance Vision Continuously Pushing/Pulling 16–50 lbs.* Occasionally

Color Vision Continuously Pushing/Pulling 51–100 lbs.* Occasionally

Peripheral Vision Continuously Pushing/Pulling Over 100 lbs. Never

Depth Perception Continuously

Hearing Continuously

Work Environment

Office

This role is expected to maintain a regular presence in both office-based settings and other WEINS locations, including the dealership network, head office, and operational environments, based on business priorities, program needs, and stakeholder requirements. Working times may include irregular hours, travel between locations, and occasional evenings, weekends, or holidays based on business requirements. Team members must adhere to appearance guidelines as defined by the Company, whether working in an office environment, travelling between locations, or representing one or more locations within a city or region.