Program Manager, Learning & Development

About this role

Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees.

Our founder, Barc Simpson established 9 Principles of Business we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956. Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures.

Learn about our company culture directly from our team .

YOU The Program Manager, Learning & Development is responsible for managing, measuring and continuously improving enterprise employee and leadership development programs that strengthen organizational capability, support talent priorities, and drive measurable business impact. This role supports the Training COE and partners closely with training leaders (L&OD, Sales and Operations), facilitators, vendors, and other key training stakeholders to translate development strategies into scalable learning experiences, effective program operations, and meaningful outcomes for employees, leaders, and the business.

Success in this position requires strong program and vendor management, stakeholder engagement, learning design knowledge, operational discipline, and a data-driven approach to evaluating effectiveness and improving participant experience and outcomes. The role plays a critical part in ensuring development programs are well-governed, executed, aligned to enterprise priorities, and continually optimized to build targeted skills, strengthen leadership capability, and improve organizational performance.

WHAT YOU’LL BE DOING (% of Time)

Program Deployment, Delivery Management and Governance (50%) • Lead end-to-end deployment and execution of development programs, including planning, scheduling, communication, participant management, facilitator coordination, logistics, and stakeholder support. • Manage annual program calendars, cohort schedules, enrollment processes, and learning technology requirements to ensure consistent and scalable program delivery. • Support program budget development, tracking and reporting processes. • Develop and maintain standard work, operating procedures, and governance processes that improve efficiency, quality, and participant experience across all programs. • Develop and execute communications (pre, post and during training programs) that build awareness engagement and adoption of learning programs • Serve as the primary point of contact for program stakeholders, vendors, facilitators, and participants throughout the program lifecycle. • Ensure programs align to organizational learning and compliance standards, processes, service-level agreements and documentation practices.

Program Design & Development (30%) • Design and manage employee and leadership development programs aligned to enterprise talent, succession, and workforce capability priorities. • Partner with business leaders, HR partners, and subject matter experts to conduct needs assessments and translate business requirements into measurable learning objectives, program structures, and participant journeys. • Create and maintain program frameworks, materials, communications, evaluation tools, and supporting resources that promote learner engagement and achievement of desired outcomes. • Design programs to support manager engagement, post-training reinforcement, learning transfer and sustainability. • Ensure programs incorporate modern learning design and approaches, organizational values, and best practices in leadership and employee development. • Evaluate and leverage learning management systems and other learning technologies to support program administration, training delivery, learner engagement, tracking and reporting.

Measurement, Analytics & Continuous Improvement (20%) • Establish and manage program measurement strategies that evaluate participant experience, learning effectiveness, behavioral adoption, and business impact. • Analyze program data, assessment results, participation trends, and stakeholder feedback to identify opportunities for improvement and increased effectiveness and impact. • Develop executive-ready dashboards, scorecards, and reports that communicate program performance, business impact and recommendations for future enhancements. • Continuously refine program design, delivery practices, and measurement methodologies to drive greater organizational impact and learner engagement and outcomes.

DESIRED SKILLS AND EXPERIENCE If you can do everything listed above, you’ve got what it takes. Perhaps some of the following would be helpful too:

Education • Bachelor’s degree in Human Resources, Learning or Organizational Development, Business or related field required.

Experience • 8+ years of progressive experience in learning & development, organizational development, training or talent development. • 3+ years of demonstrated project/program management experience managing complex, cross-functional training or learning programs from planning through execution and evaluation. • Experience coordinating training logistics and managing the end-to-end learner experience. • Experience with Learning Management Systems (LMS) and learning technologies; familiarity with virtual learning and digital learning platforms. • Experience partnering with business leaders, subject-matter experts, facilitators and cross-functional teams. • Experience with training evaluation, metrics, reporting, scorecards and data analytics to assess program effectiveness and business impact. • Experience managing RFPs, vendors and external partners.

Skills & Capabilities • Strong project management skills, with the ability to manage multiple priorities, timelines, budgets and stakeholders. • Operational rigor with a focus on standardization, scalability, and continuous improvement.  • Demonstrated

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