Senior Manager, Learning & Delivery

The Senior Manager, Learning & Delivery helps Fortive Operating Companies build the capabilities they need to win by creating practical, reusable learning content and curriculum, directly facilitating key Fortive-wide programs, and leading work that supports business outcomes in the flow of work. This role turns capability gaps into clear learning experiences that strengthen leader and employee capability and help the business move faster.

In practice, this role turns priority capability needs into practical, reusable learning solutions, serves as the lead facilitator for Fortive-wide programs and manages the Learning & Delivery Specialist as a player-coach who stays close to the work. It operates with a bias for fast, resourceful builds—curating off-the-shelf learning where it fits, using external benchmarks to raise quality, and adding Fortive-specific context only when it makes the content more useful. This role leads critical design and delivery moments, sets direction for delegated work, provides coaching and performance feedback to the Learning & Delivery Specialist, and ensures learning solutions are practical, customer-focused, and easy for our operating companies to use.

Primary Responsibilities

1. Needs Translation & Intake

• Partner with Talent Planning and Talent Enablement Partners to turn capability needs into clear learning outcomes and effective learning and development solutions the business can use quickly.
• Frame learning demand in an 80/20 way: define the reusable core that helps our teams move faster and the last-mile customization needed for local relevance and adoption.
• Manage the Learning & Delivery Specialist by setting priorities, allocating work, reviewing output, and providing coaching and performance feedback so execution stays responsive, practical, and aligned to customer needs.

2. Shared Curriculum & Content Development (Build the 80%)

• Design and develop curricula and content that our operating companies can deploy with minimal friction—clear, practical, and built for real leader and employee use in the flow of work.
• Establish and maintain a shared set of learning content that covers priority capabilities, while assigning work to and reviewing output from the Learning & Delivery Specialist to extend capacity and maintain quality.
• Focus content development on priority capabilities such as GEM leadership capabilities, FBS Fundamentals, people leadership, change management, onboarding, and other roadmap-driven needs.
• Build content with a reuse-first mindset: start with off-the-shelf learning when it fits, then add internally relevant examples only when they improve usefulness, uptake, and outcomes.
• Serve as the lead facilitator for Fortive-wide programs including ECO, FBSLO, Ignite, and ALE at Talent Edge, with accountability for delivery quality, learner experience, and continuous improvement across those flagship programs.
• Personally lead the most critical content builds and other high-visibility learning moments, while coaching and reviewing work completed by the Learning & Delivery Specialist.
• Own the design and development of change management curriculum and capability-building content, in partnership with the FBS Office, for localized delivery through TE Partners.

3. Experimentation, VOC, and Learning Effectiveness

• Operate with a bias for quick pilots: conduct multiple tests, measure usefulness and adoption, iterate fast, and scale what works.
• Run tight VOC loops with Talent Enablement Partners, learners, and enterprise HR and people leaders to improve content clarity, usability, and real-world application.
• Coach the Learning & Delivery Specialist through pilot cycles, content refinement, and facilitation feedback so the team improves output over time and responds quickly to customer input.
• Define lightweight effectiveness measures such as participation, completion, on-the-job use, leader feedback, and business-aligned outcomes where possible, and use results to improve both the content and the delivery approach.

4. Leading Practices, Benchmarks, and Expert Network

• Maintain a leading practice library across enterprise so teams can reuse proven tools, content, and approaches instead of starting from scratch.
• Facilitate simple benchmarking across the operating companies and with external sources to keep content current, practical, and useful to the business.
• Build and manage an internal and external expertise pool, and guide the Learning & Delivery Specialist in sourcing, curating, and adapting the best-fit content, facilitators, SMEs, vendors, and platforms as needs evolve.
• Listen, test, and incorporate input while keeping the bar high for quality and making sure content is easy for our internal customers to reuse, deploy, and apply.

Required Experience & Capabilities

• Bachelor’s degree required, ideally in Human Resources, Learning and Development, Education, Organizational Development, Industrial and Organizational Psychology, Business, or a related field. Master’s degree preferred.
• Typically 8–10+ years of experience across learning design, curriculum development, leadership development, talent development, instructional design, facilitation, or related capability-building roles.
• Strong learning design and curriculum development capability from needs analysis through build, pilot, iteration, and scale.
• Strong facilitation capability, including experience leading high-visibility enterprise programs and creating a consistent, high-quality learner experience.
• Experience managing or coaching others in a player-coach model, including assigning work, reviewing output, and helping others improve quality and execution.
• High bias for experimentation and iteration; comfortable testing content quickly, incorporating voice of the customer, and improving continuously.
• Resourceful builder mindset: able to curate, adapt, and integrate off-the-shelf learning efficiently rather than creating everything from scratch.
• Fluency with modern learning delivery approaches and tools, including blended learning, cohorts, leader toolkits, micro-learning, virtual and in-person facilitation, and AI, to scale adoption.
• Ability to build and manage an internal and external expertise network and apply benchmarks and leading practices in a practical way.
• Comfort partnering across a decentralized, multi-subsidiary model while balancing local context with shared content, consistency, and reuse.
• Familiarity with change management frameworks and the ability to design change capability content that integrates with FBS and operating cadence.
• Learning technology orientation: able to shape content strategy that fits LMS capabilities and supports simple access, search, and reuse.

Location: Everett, WA preferred.

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