Learning & Development Manager

Department: Human Resources
Reports to: Director of Human Resources
Location: Woodbury Minnesota

Harvey Vogel Manufacturing is seeking a Learning & Development Manager to design lead and sustain a structured Learning & Development system across the organization.

This is not a traditional trainer role. It is a strategic leadership position responsible for building the systems processes standards and culture that support employee development workforce capability retention and long-term organizational growth.

The Learning & Development Manager will partner with employees operators leads managers and company leadership to create a consistent development experience throughout the employee lifecycle from onboarding and technical training through leadership development and career advancement.

• Develop and lead an organization-wide Learning & Development framework that includes onboarding technical training leadership development certifications career paths and employee progression.
• Establish consistent training standards governance and accountability across departments and shifts.
• Transform career-path frameworks into clear measurable training and advancement plans.
• Partner with Operations Engineering Maintenance Quality and Human Resources to ensure training programs address real workforce and operational needs.
• Develop role-based training programs that include foundational process-level machine-specific and advanced technical training.
• Build and sustain a train-the-trainer model for floor trainers team leads and subject-matter experts.
• Lead development initiatives for supervisors managers and emerging leaders.
• Support succession planning and the development of internal talent pipelines.
• Partner with department managers to create and standardize training materials work aids assessments and supporting documentation.
• Establish and track key performance measures including time-to-competency retention training effectiveness and internal promotions.
• Lead regular training and workforce-capability reviews with department managers.
• Develop relationships with technical colleges trade schools community colleges and universities to strengthen internship programs and the skilled-talent pipeline.
• Promote a culture of continuous learning accountability improvement and employee growth.

• Bachelors degree in Human Resources Organizational Development Business or a related field preferred. Equivalent experience will be considered.
• At least seven years of progressive experience in workforce development training organizational development or operations leadership.
• Experience working in a manufacturing or technical environment is strongly preferred.
• Demonstrated ability to develop and implement structured training or workforce-development programs.
• Strong leadership communication organizational and cross-functional collaboration skills.
• Ability to think strategically while successfully executing programs and initiatives.
• Strong problem-solving skills and business acumen.