Learning and Development Manager - CHEF'STORE (Hybrid: Onsite and Remote)

ARE YOU A CURRENT US FOODS EMPLOYEE? PLEASE APPLY DIRECTLY THROUGH OUR INTERNAL WORKDAY CAREER SITE Join Our Community of Food People! The Learning and Development Manager CHEF’STORE supports efforts to build and scale a robust Learning and Development platform, which powers CHEF’STORE ability to unlock our talent potential. This role is critical to the continued success of our growing focus on employee development. This role is a key architect responsible for the design, implementation, and evaluation of programs that facilitate leadership, professional and functional development, and continuous learning of employees across the organization. This role oversees planning, designing, building, implementation, and delivery of training and development programs to support our field and corporate teams. This role is segmented as Hybrid. You will be onsite in Rosemont, IL or West Linn Or 3 days a week (Tuesday - Thursday) and Virtual Monday and Friday. ESSENTIAL DUTIES AND RESPONSIBILITIES   Manage current programs and develop improvements keeping current with business needs. Partner with leaders to define learning and development needs and key messages across stakeholders. Design appropriate strategies to address the technical knowledge and skill building needs and determine the best delivery channel. Design training materials and interventions to enable learners to apply what they have learned to establish or improve job performance. Implement processes and standards required to ensure instructional design quality, technology, and overall learning effectiveness from storyboarding through implementation. Conduct comprehensive needs assessments, determine education, learning and development priorities based on the needs associated with the business impact. Partner with subject matter experts and business leaders to determine and implement highly effective learning solutions. Apply design principles for single, blended and/or action learning training programs that provide employees with the essential tools for job growth and success. Determine training plan to address performance gaps or opportunities for improved business results, considering cross-functional application. Collaborate with functional experts to determine whether to buy, rent or build the learning solutions. Work with cross-functional teams to solve performance and learning challenges. Apply a rapid design process starting with needs analysis to determine appropriate learning requirements, methodologies, and modality. Partner with external consultants as required in project management capacity to develop programs. Identify ways to connect messages across the business landscape by reinforcing content provided to the learners in the context of the comprehensive list of business needs; leverage necessary roles and other materials where possible to streamline and minimize touch points to the learner. Incorporate most effective teaching methods and taxonomy – types of exercises, role play, teach back, instruction method, etc. based on learning need. Develop and conduct train-the-trainer sessions so that others are able to deliver the content and material effectively and as designed. Implement processes and standards required to ensure instructional design quality, technology, and overall learning effectiveness from storyboarding through implementation. Develop measurement and accountability mechanisms that evaluate job readiness or performance, which enable continuous improvement. Perform as subject matter expert for learning. Perform role of facilitator or lead instructor as built into any given program. Other duties as assigned by manager. SUPERVISION : May provide indirect leadership to cross-functional teams and influence without direct authority. RELATIONSHIPS Internal: Regular interaction with all levels of associates within the CHEF’STORE.  External: Interact with consultants, vendors, and other third-party service providers as necessary for projects and