Senior Manager, Learning and Development (Hospitality Solutions)

NOTE: TPG Capital a global alternative asset management firm recently acquired Hospitality Solutions. Over the coming months Sabre is working with TPG to formally separate the Hospitality Solutions business from Sabre. It is important to understand that while you will be employed by a Sabre legal entity your role will be to support the Hospitality Solutions business which is now owned by TPG.

Hospitality Solutions formerly part of Sabre Holdings is a global leader at the forefront of hospitality technology powering over 40000 properties across 174 countries. Celebrated for our innovative and customer-centric approach we deliver integrated platforms for distribution reservations retailing and guest experience to both renowned hotel brands and independent properties worldwide.

The Senior Manager Learning & Developmentis responsible fordesigning and delivering core learning programs that build employee capability support performance development and enable talent growth at Hospitality Solutions. This role focuses on developing foundational learning infrastructure including onboarding compliance training continuous performance and development processes and leadership development programs.

This is a hands-on strategic role that partners closely with HR and business leaders toestablishscalable learning systems curate and build content and cultivate a culture of continuous learning innovation and shared growth across the organization embedding learning into everyday work. The role ensures learning experiences are inclusive accessible and aligned to the needs of a diverse global workforce.

Responsibilities

Design and implement scalable learning programs that support onboarding capability building leadership and performance and growth enablement.

Build a scalable onboarding experience that includes pre-boarding engagement new-hire learning pathways and manager enablement resources to support a strong Day-1 and first-90-daysexperience grounded in our values and ways of working.

Develop and operationalize core competencies and role-based development expectations embedding them into onboarding learning pathways and performance practices.

Build curate andmaintainlearning pathways aligned to competencies roles and development needsleveragingLinkedIn Learning and other platforms.

Serve as a strategic learning systems partneracting as super user and content curator for the LMS and program owner and administrator for LinkedIn Learning and the LRN compliance programensuring integration usability and adoption.

Shape and evolve the Performance & Growth Enablement framework including goal setting continuous feedback 1:1s quarterly check-ins annual reviews with self-assessments manager enablement and IDPs.

Design andfacilitateleadership development programs across multipleleaderlevels including individual contributors new managers and senior leaders incorporating behavioral assessments and 360-degree feedback.

Partner with HRIS on configuration and rollout of the enterprise performance management system (e.g. Workday Lattice or equivalent) and serve as a performance system super-user to ensure intuitive usage adoption and manager/employee enablement.

Manage the annual compliance learning calendar assignment workflows and reporting.

Design andfacilitatebehavioral and feedback-based development experiences including 360-degree assessments and personality/behavioral instruments (e.g. Insights DiscoveryDiSC or equivalent).

Create manager enablement resources toolkits and guides to support coaching feedback recognition and development conversations.

Collaborate cross-functionallywith HR Technology Legal and business leaders to ensure learning supports business priorities and regulatory standards.

Evaluate and integrate AI-enabled learning tools and digital learning experience enhancements as aligned to learning strategy.

Measure effectiveness of learning programs using metrics feedback cycles and reporting dashboards; apply insights to refine programs.

Partner with HR and business leaders to embed learning into everyday work supporting a culture of shared ownership for development.

Drive awareness and engagement through storytelling and communication highlighting learning impact success stories and continuous growth across the organization.

Qualifications

Bachelors degree in Human Resources Learning & Development Instructional Design Organizational Psychology or related field (or equivalent experience).

7 years of progressive experience in Learning & Development talent development or organizational effectiveness roles.

Experience building foundational learning programs and onboarding experiences ideally in a highgrowth or transformation environment.

Experience leading performance development practices including goal setting coaching feedback checkins annual reviews and IDPs.

Experience designing and implementing leadership development programs across multipleleaderlevels incorporating behavioral assessments and 360-degree feedback.

Experience managing or supporting learning systems such as LMS platforms LinkedIn Learning or compliance tools (e.g. LRN).

Preferred Experience

Background in technology or high-growth industries.

Experience enabling learning and development for global hybrid and cross-cultural workforces.

Experience using data and learning analytics to evaluate program effectiveness and inform continuous improvement.

Experience supporting compliance learning and regulated environments.

Familiarity with behavioral or leadership development tools (e.g.DiSC Insights MBTI etc.).

Knowledge Skills & Abilities

Strong understanding of adult learning theory instructional design principles and modern learning practices.

Ability to build scalable learning frameworks and programs from ambiguity in a fastchanging environment.

Excellent communication and facilitation skills; able to simplify concepts and support adoption across diverse audiences.

Ability to design and adapt learning for global and hybrid workforces ensuring inclusivity accessibility and relevance for diverse learners.

Strong partnership and influence skills with experience collaborating across HR Technology and business leaders.

Strong storytelling and communication skills to bring learning initiatives to life and drive engagement.

High judgment professional discretion and ability to manage sensitive and confidential information.

Strong prioritization execution and change agility in a dynamic environment.

Curiosity and commitment to continuous learning including AIenabled learning technologies.

Commitment to equity inclusion and designing accessible learning experiences for diverse learners.