Senior Manager, Learning Delivery & Execution

About this role

ABOUT GREYSTAR

Greystar is a leading, fully integrated global real estate platform offering expertise in property management, investment management, development, and construction services in institutional-quality rental housing. Headquartered in Charleston, South Carolina, Greystar manages and operates over $350 billion of real estate in more than 260 markets globally with offices throughout North America, Europe, South America, and the Asia-Pacific region. Greystar is the largest operator of apartments in the United States, managing over one million units/beds globally. Across its platforms, Greystar has nearly $79 billion of assets under management, including over $34 billion of development assets and over $36.5 billion of regulatory assets under management. Greystar was founded by Bob Faith in 1993 to become a provider of world-class service in the rental residential real estate business. To learn more, visit www.greystar.com .

JOB DESCRIPTION SUMMARY Greystar is a global leader in the multifamily industry, involved in property management, investment, development, and construction across markets worldwide — and none of that scale means anything without learning that keeps pace with it.

This is where national strategy hits the ground running. At Greystar, the Senior Manager, Learning Delivery & Execution takes L&D's boldest ideas and makes them real — driving delivery across every GMS territory, leading the team of territory L&D Managers, and setting a pace for execution that's ambitious and grounded at once. This role proves that national consistency and territory ingenuity aren't opposing forces; together, they're the engine behind how Greystar learns, grows, and wins.

The Senior Manager also builds the leadership capabilities of L&D Managers, ensures Trainers are effectively deployed and developed, and champions the use of AI and emerging technology to make learning delivery faster, smarter, and more scalable. JOB DESCRIPTION Key Responsibilities

Delivery and Execution Leadership • Leads the national delivery strategy for instructor-led, virtual, in-field, and blended learning, staying closely attuned to territory operations needs. • Translates L&D priorities into clear, measurable execution plans built together with territory L&D teams, not handed down to them. • Drives consistent implementation of CORE programs and other national initiatives, adapting where territory conditions require it. • Surfaces execution risks and resource constraints early and resolves them in partnership with territory and cross-functional stakeholders. • Extends learning beyond single events through practical application, reinforcement, and coaching — increasingly supported by AI-enabled tools.

L&D Manager Leadership & Development • Provides direct leadership, coaching, and performance management for territory L&D Managers. • Sets consistent expectations for how L&D Managers lead their teams, partner with operational leaders, and execute territory and national priorities — while leaving room to adapt for local context. • Runs regular one-on-ones and team meetings to track progress, unblock challenges, and keep the group aligned. • Grows L&D Managers' leadership, consultation, and business-partnership skills, and builds succession plans for Managers and Trainers. • Promotes cross-territory collaboration and resource sharing to reduce duplication and strengthen the national L&D community. • Pushes the team to bring innovation — including AI-enabled approaches — into how they lead and deliver.

Trainer Effectiveness & Capacity • Oversees Trainer performance, utilization, readiness, and development in partnership with territory L&D Managers. • Ensures Trainers are properly prepared and certified for their assigned programs. • Reviews delivery capacity nationally and by territory, recommending resource adjustments based on real demand. • Sets the bar for facilitation quality, learner engagement, preparation, and follow-up. • Partners with L&D Managers to close performance gaps and recognize strong performers. • Supports consistent onboarding for new or promoted L&D team members.

Operational Effectiveness • Creates visibility into national delivery calendars, program demand, staffing capacity, and execution progress — increasingly through AI-supported dashboards and forecasting. • Runs the function efficiently, always looking for ways to do more with less. • Builds scalable processes that improve coordination and cut administrative complexity, using automation and AI where they help. • Partners with Program Management on scheduling, communication, logistics, and reporting. • Monitors delivery against milestones and business priorities, keeping territory requests moving through clear intake and governance.

Quality, Measurement & Continuous Improvement • Partners with L&D Leadership, Content Experience, Program Management, and business leaders to evaluate delivery effectiveness and share recommendations. • Uses learner feedback, facilitator observations, participation data, business outcomes, and AI-assisted analysis to surface improvement opportunities faster. • Ensures L&D Managers and Trainers consistently run required assessments and reinforcement activities. • Builds action plans, in partnership with territory leaders, when programs or delivery teams fall short of expectations. • Shares what's working across the national L&D organization so good ideas travel between territories.

Business Partnership • Builds strong relationships with operations and People & Culture leaders. • Ensures territory L&D Managers show up as strategic business partners, not just program deliverers. • Gives leaders clear visibility into learning priorities, delivery progress, effectiveness metrics, capacity, and outcomes. • Balances national consistency with territory and line-of-business needs — treating territory input as a design input, not an exception to manage. • Represents Delivery & Execution in national planning, go

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