Edtech.com's Summary

Balyasny Asset Management is hiring a Learning & Development Manager to design, implement, and manage comprehensive learning programs aligned with the company's goals. This role involves collaborating with stakeholders to address skill needs, delivering global and bespoke learning initiatives, and evaluating program effectiveness to foster continuous employee growth.

Highlights

Design and execute flagship global learning programs supporting firmwide competencies.
Partner with business leaders to create tailored departmental learning initiatives.
Use diverse learning methods including in-person sessions, simulations, and online modules.
Manage evaluation frameworks to measure learning program impact and make data-driven improvements.
Serve as the primary Learning and Development partner for the USA region and targeted departments.
Collaborate with senior leaders, external vendors, and training providers to enhance learning offerings.
Manage budget and utilize cost-effective learning technologies.
Minimum five years’ experience in international, multi-cultural learning program design and delivery.
Proficiency with learning technologies, e-learning platforms, psychometric tools (DiSC, Hogan, Gallup StrengthsFinder), and project management.
Starting base salary range for NY, CA, and IL applicants is $160,000 to $200,000, with potential bonus and benefits.

Learning & Development Manager Full Description

Learning & Development Manager
New York

The Manager, Learning Development is responsible for designing, implementing, and managing comprehensive learning and development initiatives. This role plays a critical part in identifying and aligning learning initiatives across all geographies with the Firm's goals, developing impactful learning experiences and fostering a culture of continuous learning and growth.

Responsibilities

Global Flagship Learning Programs

Analyze firmwide skill needs and collaborate with stakeholders to identify learning objectives that support the Firm’s overarching goals across all geographies.
Design, develop, and execute comprehensive flagship learning programs and initiatives that foster a high-performance culture and drive the development of core business capabilities.
Ensure flagship programs address key firmwide competencies and are scalable, consistent, and aligned with the Firm’s priorities.
Utilize a variety of learning methods—including in-person sessions, internal panel discussions, experiential learning, simulations, online modules, and mentoring/coaching—to maximize engagement and impact across the global employee base.
Design, curate, and maintain a portfolio of on-demand learning resources to support continuous employee development and just-in-time skill acquisition.

Departmental and Bespoke Learning Programs

Partner with business leaders, department heads and People Partners to identify specific skill gaps and development needs unique to their teams or functions.
Evaluate departmental, bespoke requests for learning initiatives to determine whether they reflect broader organizational needs and assess their potential to be scaled to other departments or even for firmwide application.
Design, develop, and deliver tailored learning programs and initiatives that address these targeted needs, supporting both individual and team growth.
Facilitate bespoke team sessions to support high performing teams using psychometric assessments and other learning methods.
Provide external executive coaching to senior leaders through our external coaching network whilst continuing to review and build our executive coaching bench.
Adapt content and delivery methods to suit the unique context of each department, leveraging a mix of learning experiences such as workshops, team-based projects, on-the-job learning, and customized coaching or mentoring.
Contribute to the broader learning agenda by supporting and implementing department-specific development initiatives, ensuring alignment with overall talent development strategy while meeting localized requirements.

Learning and Development Evaluation

Work with the team to develop evaluation frameworks and metrics to measure the effectiveness and impact of learning programs
Gather feedback and conduct assessments (using surveys, interviews etc.) to assess the efficacy of learning initiatives and identify areas for improvement
Analyze data to evaluate learning outcomes and make data driven enhancements and improve programs and initiatives.

Coverage: USA Region and Targeted Departments

Serve as the primary learning and development partner for the USA region, while also supporting select departments with tailored learning initiatives to address their development needs.

Collaboration and Partnerships

Build and maintain relationships with stakeholders, including senior leaders, department heads, and the People team, to align learning initiatives with the Firm’s goals and supporting a high-performance culture.
Where appropriate, collaborate with external vendors, subject matter experts, and consultants to leverage external expertise and deliver high-quality leadership learning programs
Identify and establish strategic partnerships with external training providers, consultants, and institutions to enhance the organizational leadership development offerings

Budget and Resource Management

Contribute to the management of the budget, ensuring efficient utilization of resources
Identify and leverage cost-effective learning solutions and technologies to deliver leadership and other learning initiatives

Skills and experience

Minimum of five years’ proven experience in designing and delivering programs, for varying levels of seniority, in an international, multi-cultural environment.
Strong understanding of various development methodologies frameworks and best practices
Experience in delivering learning using a range of methods (e.g., in person, internal panel learning, virtual, experiential learning, simulations, online learning, and mentoring/coaching interactive simulations).
Familiarity with learning technologies and e-learning platforms
Strong project management skills, including the ability to manage multiple initiatives and stakeholders simultaneously
Strong analytical and evaluation skills to measure program effectiveness.
Ability to work collaboratively and influence stakeholders at all levels, taking cultural differences into account.
Experience using psychometric tools such as DiSC, Hogan or Gallup StrengthsFinder
High attention to detail and accuracy
Ability to multitask and prioritize own workload, producing high quality work by required deadlines
Good business judgement to resolve problems
Flexible approach to work and responsibilities and a 'can do' proactive approach
Understands and appreciates the confidential nature of HR work.
High degree of customer focus/service and able to build trusting professional relationships
Excellent listening, verbal, and written communication skills
Self-motivated and able to work autonomously

With respect to NY, CA, and IL based applicants, the starting base pay range for this role is between $160000 and $200000 annually. The actual base pay is dependent upon several factors, including, but not limited to, relevant experience, business needs and market demands. This role may also be eligible for bonus compensation and employee benefits.

Original Job Description

Analyze firmwide skill needs and collaborate with stakeholders to identify learning objectives that support the Firm’s overarching goals across all geographies.
Design, develop, and execute comprehensive flagship learning programs and initiatives that foster a high-performance culture and drive the development of core business capabilities.
Ensure flagship programs address key firmwide competencies and are scalable, consistent, and aligned with the Firm’s priorities.
Utilize a variety of learning methods—including in-person sessions, internal panel discussions, experiential learning, simulations, online modules, and mentoring/coaching—to maximize engagement and impact across the global employee base.
Design, curate, and maintain a portfolio of on-demand learning resources to support continuous employee development and just-in-time skill acquisition.

Departmental and Bespoke Learning Programs

Partner with business leaders, department heads and People Partners to identify specific skill gaps and development needs unique to their teams or functions.
Evaluate departmental, bespoke requests for learning initiatives to determine whether they reflect broader organizational needs and assess their potential to be scaled to other departments or even for firmwide application.
Design, develop, and deliver tailored learning programs and initiatives that address these targeted needs, supporting both individual and team growth.
Facilitate bespoke team sessions to support high performing teams using psychometric assessments and other learning methods.
Provide external executive coaching to senior leaders through our external coaching network whilst continuing to review and build our executive coaching bench.
Adapt content and delivery methods to suit the unique context of each department, leveraging a mix of learning experiences such as workshops, team-based projects, on-the-job learning, and customized coaching or mentoring.
Contribute to the broader learning agenda by supporting and implementing department-specific development initiatives, ensuring alignment with overall talent development strategy while meeting localized requirements.

Learning and Development Evaluation

Work with the team to develop evaluation frameworks and metrics to measure the effectiveness and impact of learning programs
Gather feedback and conduct assessments (using surveys, interviews etc.) to assess the efficacy of learning initiatives and identify areas for improvement
Analyze data to evaluate learning outcomes and make data driven enhancements and improve programs and initiatives.

Coverage: USA Region and Targeted Departments

Serve as the primary learning and development partner for the USA region, while also supporting select departments with tailored learning initiatives to address their development needs.

Collaboration and Partnerships

Build and maintain relationships with stakeholders, including senior leaders, department heads, and the People team, to align learning initiatives with the Firm’s goals and supporting a high-performance culture.
Where appropriate, collaborate with external vendors, subject matter experts, and consultants to leverage external expertise and deliver high-quality leadership learning programs
Identify and establish strategic partnerships with external training providers, consultants, and institutions to enhance the organizational leadership development offerings

Budget and Resource Management

Contribute to the management of the budget, ensuring efficient utilization of resources
Identify and leverage cost-effective learning solutions and technologies to deliver leadership and other learning initiatives

Skills and experience

Minimum of five years’ proven experience in designing and delivering programs, for varying levels of seniority, in an international, multi-cultural environment.
Strong understanding of various development methodologies frameworks and best practices
Experience in delivering learning using a range of methods (e.g., in person, internal panel learning, virtual, experiential learning, simulations, online learning, and mentoring/coaching interactive simulations).
Familiarity with learning technologies and e-learning platforms
Strong project management skills, including the ability to manage multiple initiatives and stakeholders simultaneously
Strong analytical and evaluation skills to measure program effectiveness.
Ability to work collaboratively and influence stakeholders at all levels, taking cultural differences into account.
Experience using psychometric tools such as DiSC, Hogan or Gallup StrengthsFinder
High attention to detail and accuracy
Ability to multitask and prioritize own workload, producing high quality work by required deadlines
Good business judgement to resolve problems
Flexible approach to work and responsibilities and a 'can do' proactive approach
Understands and appreciates the confidential nature of HR work.
High degree of customer focus/service and able to build trusting professional relationships
Excellent listening, verbal, and written communication skills
Self-motivated and able to work autonomously

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