Sr Manager, Lab Operations Learning and Development

About this role

JOB DESCRIPTION SUMMARY:

The Senior Manager, Lab Operations Learning and Development provides tactical building along with long term strategic leadership and direction for all learning, development, and performance enablement initiatives across laboratory operations. This role is responsible for designing, facilitating, and executing comprehensive L&D initiatives that align with strategy that equips lab operations teammates — from entry level employees to senior leaders — with the knowledge, operational skills, and leadership capabilities needed to drive operational excellence and organizational growth. The Manager/Senior Manager, Lab Operations Learning and Development sets the broad framework for learning culture within lab operations, builds scalable development programs, and partners cross-functionally with HR, lab operations senior leadership, and individual lab leaders to ensure the organization has the skills and required to meet current and future business objectives. This role will require a diverse knowledge and skill set as well as require the capacity to initially focus on tangible program builds and execution then evolve to manage and execute more strategically as scope and programs grow.

PRIMARY RESPONSIBILITIES :

Strategy & Organizational Development

• Develops and executes innovative L&D strategies to ensure lab operations has the necessary management and leadership competencies to meet business objectives.

• Sets the overarching framework and strategy for learning and development across lab operations, aligned to organizational goals, HR timelines, and department priorities.

• Assesses developmental needs across lab operations teams; identifies management skills and competency gaps and establishes measures to track progress and effectiveness of the applied L&D program(s).

• Partners with HR to align employee development with job architecture ladders and career progression frameworks.

• Stays current on training industry developments, adult learning best practices, and emerging trends in development education.

• Manages and reports out on the L&D budget for lab operations, including forecasting, vendor spend, and resource allocation to ensure cost-effective program delivery.

• Defines, tracks, and reports on key L&D metrics and KPIs (e.g., training completion rates, time-to-competency, learner satisfaction, business impact) to senior leadership and stakeholders.

Leadership & Manager Development

• Creates and facilitates leader development programs tailored to new leaders, middle management, and senior-level leaders within lab operations.

• Facilitates DiSC and/or Clifton Strengths programs across lab operations and ensures sustained adoption and practical application.

• Drives lab operations-specific management training, including senior leaders accountability for tier meeting structure, accountability frameworks, and operational leadership education.

• Develops and facilitates a formal mentorship, shadowing, and job rotational framework and structure to support career development and knowledge retention across the organization.

• Partners with HR to inform on succession planning to help identify high-potential leaders within laboratory operations.

• Develops a comprehensive, all employee onboarding program that can be used across lab operations and at all levels. Should include introduction to Natera departmental functions, Lab operations overview, product education, sample lifecycle, core mission and values, key resources, etc.

• Develops onboarding programs for newly promoted or externally hired leaders to accelerate time-to-effectiveness in their roles.

• Long term develops and implements an internal job shadow and mentorship program focused on retention and career development of employees.

• Long term develops and manages a Lab Operations internship program to create pro-active talent pipelines from universities and relevant institutions.

Training Design & Delivery

• In partnership with department managers, work with department trainers to facilitate training programs directed at soft skills needed to be an effective trainer.

• Designs and develops soft skills, leadership, and cross-functional business training using instructor-led, blended, and e-learning formats.

• Maintains and delivers a centralized cross-functional knowledge base platform specific to Lab operations that is available to employees and managers.

• Continually refines and improves training curriculum based on participant feedback, quality data, and training evaluations.

• Researches, evaluates, and manages external training vendors and subject matter expert partnerships as needed.

• Administers training logistics and coordinates training events, including scheduling, materials, and systems administration.

• Oversees the administration of the Learning Management System (LMS) for lab ops; ensures training records are maintained.

Cross-Functional Programs

• Facilitates cross-functional training among sub-departments within lab operations to build organizational cohesion and shared expertise.

• Provides internal consulting to individuals, teams, and departments on training and development opportunities that will enhance performance and career progression.

• Coordinates training events and supports broader organizational development initiatives as needed.

• Builds and manages a network of internal subject matter experts (SMEs) to contribute to training content development and ongoing curriculum review.

QUALIFICATIONS :

• Bachelor's degree in Life Sciences, Organizational Development, Education, or a related field required.

• 4-6 years of experience in training design, curriculum development, and delivery in a high volume organization required, with at least 2 years in a biotech, pharmaceutical, or clinical laboratory environment preferred.

• Experience facilitating leadership development frameworks (DiSC, Clifton Strengths, coaching models) required.

• Experience man

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