Manager, Learning & Development

Title: Manager, Learning & Development
Reports to: Global Head of People
Department: People & Talent
Location: United States – Remote
Term: Full Time

Atlas Technica’s mission is to shoulder IT management, user support, and cybersecurity for our clients, who are hedge funds and other investment firms. Founded in 2016, we have grown year over year through our uncompromising focus on service.

We value ownership, execution, growth, intelligence, and camaraderie. We are looking for people who share our Core Values, thrive, and contribute to this environment while putting the customer first. At Atlas Technica, we offer a competitive salary, comprehensive benefits, and great perks to our global Team. We strive to maintain a professional yet friendly environment while promoting professional and career development for our Team Members. Join Atlas Technica now!

We are seeking a Manager, Learning & Development to build and lead Atlas Technica’s company-wide Learning & Development function. This is a hands-on leadership role responsible for establishing the strategy, programs, processes, and infrastructure that help our Team Members develop the capabilities they need to succeed and grow at Atlas.

Reporting to the Global Head of People, the Manager, Learning & Development will partner closely with People Strategy & Effectiveness, Service Delivery, business leaders, managers, and subject matter experts to identify capability gaps, translate business needs into practical development solutions, and measure whether those efforts are improving performance.

The successful candidate will combine strategic thinking with hands-on execution, building a scalable approach to learning that supports manager development, employee capabilities, onboarding, career growth, certifications, and evolving organizational needs.

• Develop and own the company-wide Learning & Development strategy and roadmap, balancing immediate business needs with long-term capability development
• Establish clear governance, ownership, intake, and prioritization processes for identifying learning needs and distinguishing training opportunities from broader performance, process, tooling, staffing, or management challenges
• Build scalable L&D programs, processes, tools, and infrastructure, including learning technology, content governance, learning records, and reporting
• Design and deliver manager development programs focused on coaching, feedback, accountability, performance management, communication, interviewing, delegation, and other critical leadership capabilities
• Partner with People Strategy & Effectiveness and business leaders to develop capability frameworks connecting roles, skills, proficiency levels, learning pathways, certifications, career progression, and internal mobility
• Partner with Service leaders and technical subject matter experts to develop scalable technical and functional learning pathways that support certifications, product enablement, and ongoing employee development
• Build and continuously improve role-based onboarding, including readiness standards, practical assessments, manager sign-offs, and time-to-productivity measures
• Establish learning and readiness requirements for new products, processes, and organizational capabilities, including emerging AI and technology-enabled ways of working
• Design and facilitate high-priority learning programs across multiple formats, including instructor-led, virtual, self-guided, manager-led, and on-the-job development
• Establish a consistent approach to required company-wide learning, including compliance, cybersecurity, ethics, Core Values, and other training needs in partnership with appropriate subject matter experts
• Define and report measures of L&D effectiveness tied to business outcomes such as role readiness, time to productivity, certification results, manager effectiveness, and relevant performance measures
• Use performance data, manager insights, employee feedback, and business metrics to identify capability gaps, evaluate program effectiveness, and continuously improve learning initiatives

• Demonstrated experience in Learning & Development, talent development, or a related field, including experience building or owning L&D programs
• Experience designing manager and leadership development programs
• Strong knowledge of instructional design, facilitation, and learning evaluation practices
• Demonstrated ability to diagnose performance and capability gaps and translate business needs into practical development solutions
• Experience building role-based, technical, or functional learning programs in partnership with business leaders and subject matter experts
• Strong business-partnership, communication, facilitation, and program-management skills with the ability to work effectively across levels and functions
• Experience implementing or managing learning technology, content, learning records, or related L&D infrastructure
• Experience using data, metrics, and feedback to evaluate learning effectiveness and inform program improvements
• Experience leading and developing others while remaining directly involved in program design, facilitation, and execution
• Ability to operate effectively as a hands-on leader in a growing function where strategy, infrastructure, and programs are being built simultaneously

• Experience developing capability frameworks that connect skills, proficiency, learning pathways, certifications, career progression, and internal mobility
• Experience designing or improving structured onboarding and employee-readiness programs
• Experience supporting technical, product, or function-specific learning in partnership with subject matter experts
• Familiarity with developing learning strategies for emerging technologies, including AI-enabled ways of working
• Strong analytical mindset with an ability to connect learning investments to measurable business and performance outcomes
• Comfortable operating with a player-coach mindset and moving between strategy, program design, facilitation, and execution
• Ability to build alignment and influence across multiple stakeholder groups without relying solely on formal authority

Atlas Technica is proud to be an Equal Employment Opportunity employer. We do not discriminate based upon race, religion, color, national origin, gender, sexual orientation, gender identity, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.

Originally posted on Himalayas