Manager, Learning and Development

The New York Times•New York, NY

17h•$115,000 - $125,000•Hybrid

About The Position

The Manager, Learning & Development will help design and deliver enterprise-wide learning programs. Reporting to the Director of Learning & Development, you will focus on building engaging leadership and core skills programs, managing vendor partnerships and through data, reporting, and process improvements. You will also facilitate sessions and collaborate with partners to ensure learning programs are impactful, scalable and aligned with organizational priorities. If you're passionate about creating exceptional career development experiences, have strong instructional design, program management, and facilitation skills, and can collaborate effectively at all levels, we'd love to hear from you! This is a hybrid role based in our New York headquarters with office attendance 3 days per week.

Requirements

5+ years of experience in learning and development, talent development, or a related HR department.
Experience managing end-to-end learning programs from design through delivery and evaluation.
Advanced instructional design expertise across multiple learning formats.
Proficiency with Workday Learning or comparable learning management systems.

Nice To Haves

Demonstrated comfort using AI-enabled tools to support learning design, facilitation, and program operations.
Demonstrated experience using data to improve program impact.
Demonstrated facilitation experience with diverse employee populations.
Experience in designing people leadership programs.
Prior experience working within the media or journalism industries.

Responsibilities

Manage the end-to-end enterprise learning curriculum, including program deliverables and partner communications to ensure high-quality delivery.
Implement instructional design for enterprise learning programs according to standards established by the Director of Learning & Development.
Design engaging, participant-centered learning experiences using adult learning principles and inclusive facilitation practices.
Facilitate live, virtual, and hybrid learning programs for individual contributors and people managers.
Build relationships with HR Business Partners, Talent Enablement team members, and business leaders to align learning delivery with priorities.
Oversee program-level measurement, including participant feedback, learning outcomes, and experience insights.
Partner with the Director of Learning & Development to translate data into program enhancements and executive reporting.
Apply continuous improvement practices to strengthen learner engagement and overall program effectiveness.
Monitor registration, vendor coordination, reporting, and event logistics to ensure seamless and reliable program delivery.
Leverage Workday Learning and other platforms to manage learning programs and enhance the learner experience.
Identify opportunities to refine program workflows and improve operational efficiency.