Senior Manager, Leadership & Learning Capability

102178

701 Cool Springs Blvd, Franklin, Tennessee 37067

TruGreen accepts applications on an ongoing basis.

Job Description

Senior Manager, Leadership & Learning Capability

Overview

The Senior Manager, Leadership & Learning Capability is responsible for building and scaling TruGreen's leadership and learning capability across the organization. This role plays a critical part in expanding leadership development into a comprehensive, enterprise-wide approach while also evolving the broader learning ecosystem to drive performance and business results.

Success requires connecting leadership development, learning, talent practices, and associate experience to ensure development efforts are aligned, scalable, and measured across the full associate lifecycle.

This is a strategic and hands-on role that shapes direction, drives execution, and delivers measurable impact in a highly operational environment.

Key Responsibilities

Leadership Capability Development

• Design and evolve leadership development experiences across all levels (frontline through senior leaders)
• Expand and scale TruLeader Academy into a comprehensive, multi-level leadership development system
• Evolve and extend existing programs (e.g., LEAD for Results) while designing and launching new leadership experiences
• Define and embed leadership capabilities that drive performance, engagement, and business outcomes
• Develop practical tools and resources that leaders apply in their day-to-day work

• Expand development beyond leadership to include professional, functional, and role-based skill development
• Support capability building across Sales, Production, and Support functions
• Translate business needs into targeted development solutions that improve performance in critical roles
• Build scalable, practical development approaches aligned to business priorities

• Lead the evolution of TruGreen's learning approach from event-based training to a role-based, performance-driven system
• Reimagine key learning areas including onboarding, compliance, safety, and sales training
• Develop learning journeys, toolkits, and reinforcement strategies that drive behavior change
• Introduce modern learning approaches (e.g., on-the-job development, microlearning)

• Partner with HR and business leaders to diagnose capability needs and co-create solutions
• Operate as a trusted business partner in a highly operational, results-driven environment
• Influence decision-making and challenge thinking to ensure alignment with business priorities
• Ensuring leadership and learning efforts are integrated across the broader TLX system, connecting development to talent practices, associate experience, and business outcomes

• Align development efforts to performance, engagement, and business outcomes
• Measure effectiveness and impact (e.g., NPS, knowledge gain, behavior change, performance impact)
• Use data and insights to continuously refine and improve development strategies

• Strategic Capability Building- Ability to translate business priorities into leadership and learning strategies that build capability across the organization

• Learning & Leadership Design- Ability to design practical, scalable leadership and development experiences that drive behavior change and performance.
• Business Partnership & Influence- Ability to diagnose business needs, challenge thinking, and influence leaders to adopt solutions that drive performance.
• Systems Thinking & Integration- Ability to connect leadership, learning, talent, and associate experience into an integrated approach aligned to business outcomes.
• Execution & Delivery Excellence- Ability to move from concept to execution, delivering high-quality solutions with speed, discipline, and follow-through.
• Change Leadership- Ability to lead through ambiguity, drive adoption of new approaches, and build momentum in a transforming environment.
• Data-Driven Decision Making- Ability to use data and insights to measure effectiveness, inform decisions, and continuously improve development strategies.

• Master's degree in Organizational Development, Industrial/Organizational Psychology, or Human Resources strongly preferred
• 8+ years of experience in leadership development, learning & development, talent development, or a related field
• Experience designing, developing, and scaling leadership and/or learning programs in a corporate or operational environment
• Experience in applying leadership assessments (e.g., DISC, Hogan, or similar) in development programs; certification in one or more tools preferred
• Ability to operate both strategically and tactically (strategy, design, execution, facilitation)

• Experience connecting learning to business performance outcomes

• Experience partnering with business leaders to translate needs into development solutions

• Ability to influence, challenge, and operate as a strategic partner