Senior Manager - Learning Strategy (Hybrid)

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Description

Minimum qualifications:

• 5+ years in leadership development, enterprise learning, talent, or related strategic enablement roles
• 3+ years of people-leadership experience, including leading teams or formal people leadership in a matrixed environment
• Up to 25% travel
• People Development - leading and coaching teams to grow capability and performance
• Learning and Development - designing and activating scalable programs across the system/enterprise
• Problem Solving - turning complex business challenges into practical learning solutions
• Strategic Thinking - aligning development efforts to business priorities and measurable outcomes
• Adaptability - staying flexible and responsive to changing needs and priorities
• Business Acumen - connecting learning initiatives to operational impact
• Must be legally authorized to work in the United States for any employer without sponsorship
• Successful completion of interview required to meet job qualification
• Reliable, punctual attendance is a crucial function of the position
  
  

Preferred Qualifications

• Experience with internal communications and change reinforcement
• Consulting, HR Business Partnering, or transformation background
• Familiarity with enterprise learning systems and digital enablement tools
• Deep experience facilitating groups of individuals to unstructured outcomes
  
  

Qualifications

About the job:

The Senior Manager – Learning Strategy helps bring United’s learning strategy to life by growing the skills and leadership needed for the future. This position centers on capability development and leadership learning within Global Learning. This role will lead multiple learning teams responsible for delivering comprehensive employee development solutions to specific business units or regions. They will partner with senior management to develop and execute strategic training initiatives aligned with organizational objectives. This position will drive implementation of learning programs while managing relationships with specialized HR functions. They ensure effective resource utilization and achievement of business priorities through integrated approaches to technical and non-technical training, talent management, and succession planning.

Core Accountabilities / Key Responsibilities

Leadership Capability Activation

• Drive end-to-end leadership capability activation - aligning, strengthening, and scaling development efforts across functions, and ensuring leaders practice and apply skills in real business environments to accelerate performance.
• Lead the full lifecycle of capability development - needs assessment through design, build, activation, and sustainment.
• Develop capability pathways in key skill domains, such as AI fluency and digital acumen, lean/continuous improvement (Six Sigma), and data-analysis.
• Lead, coach, and develop a team to drive execution, delivery, and scale across workstreams.
  
  

Cross-Functional Alignment

• Connect and coordinate across Global Learning, Talent, HRBPs, Operations, and enterprise programs.
• Ensure leadership development pathways are aligned to United’s talent strategy, core4 culture, and business priorities.
• Integrate learning with coaching, digital tools, performance support, and on-the-job experience.
  
  

Messaging, Engagement & Change Activation (ADKAR)

• Lead communication and change-management efforts to build Awareness, Desire, Knowledge, Ability, and Reinforcement (ADKAR) for learning programs.
• Partner with Corporate Communications, HRBPs, and functional comms to ensure clear, compelling messaging and adoption across audiences.
• Build sustained engagement through program branding, leader toolkits, and leader cascades.
  
  

Intake & Prioritization

• Manage intake for leadership and capability initiatives, evaluate business impact, and ensure alignment to priorities.
• Route requests to the right teams and support governance routines for prioritization.
  
  

Vendor & Partnership Management

• Manage external partners supporting learning initiatives and programs.
• Oversee vendor performance, budget alignment, and integration into United’s learning ecosystem.
  
  

Measurement & Continuous Improvement

• Define capability metrics tied to business outcomes, capability adoption, and behavior change.
• Apply feedback and data to continuously strengthen programs and demonstrate impact.
  
  

The base pay range for this role is $124,735.00 to $162,388.00.

The base salary range/hourly rate listed is dependent on job-related, factors such as experience, education, and skills. This position is also eligible for bonus and/or long-term incentive compensation awards.

You may be eligible for the following competitive benefits: medical, dental, vision, life, accident & disability, parental leave, employee assistance program, commuter, paid holidays, paid time off, 401(k) and flight privileges.

United Airlines is an equal opportunity employer. United Airlines recruits, employs, trains, compensates and promotes regardless of race, religion, color, national origin, gender identity, sexual orientation, physical ability, age, veteran status and other protected status as required by applicable law. Equal Opportunity Employer - Minorities/Women/Veterans/Disabled/LGBT.

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform crucial job functions. Please contact [email protected] to request accommodation.