Learning & Development Sr. Supervisor

Philip Morris International U.S.•Stamford, CT

1d•Hybrid

About The Position

The Learning & Development Senior Supervisor is responsible for supporting the design, deployment, and ongoing management of learning programs that strengthen employee skills and align with business needs. You will partner with stakeholders at every level—local, regional, and global—to bring learning strategies to life, enhance digital learning experiences, and ensure the effective execution of development initiatives. This role is ideal for someone who is passionate about capability building, highly organized, data‑driven, and energized by creating meaningful learning experiences.

Requirements

5+ years in Learning & Development or a related field.
Experience designing, deploying, and evaluating L&D strategies.
Proven stakeholder‑management and vendor‑management experience.
Strong facilitation and delivery skills for learning sessions.
Background in designing and deploying learning interventions.
Expertise in learning‑design standards and best practices.
Strong Excel skills to analyze data and measure learning impact.
Action‑oriented with strong attention to detail
Excellent communication and interpersonal skills
High creativity and a passion for innovation
Strong focus on customer experience and quality
Critical thinker with strong problem‑solving capabilities
Legally authorized to work in the U.S.
Fluent in English

Responsibilities

Support the creation and implementation of the L&D strategy, ensuring alignment with U.S. market needs and organizational goals.
Partner with internal and external stakeholders across local, regional, and global teams; manage vendor relationships to ensure high‑quality learning delivery.
Analyze data and insights to identify capability gaps and recommend learning solutions.
Implement the PMI Campus strategy by creating a seamless one‑stop learning environment that integrates global content and adapts it to the U.S. context.
Plan and manage the annual L&D calendar, balancing business priorities, employee experience, and allocated learning hours.
Design, deploy, and maintain the U.S. P&C People Manager Learning Journey, leveraging global resources and tailoring content as needed.
Measure learning effectiveness using qualitative and quantitative metrics; adjust programs and strategies based on insights.
Develop and deliver training programs, including drop‑in sessions, to support reskilling and upskilling across the organization.