Senior Manager, Learning & Delivery

Everett, WAFull-timePosted Jul 22, 2026

Senior Manager, Learning & Delivery | Fortive

Role Summary

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 including ECO, FBSLO, Ignite, and ALE at Talent Edge, 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 OpCos 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 OpCos 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 OpCos 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 Fortive or OpCo 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: test with one or more OpCos, measure usefulness and adoption, iterate fast, and scale what works.
Run tight VOC loops with Talent Enablement Partners, learners, and OpCo 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 OpCos so teams can reuse proven tools, content, and approaches instead of starting from scratch.
Facilitate simple benchmarking across OpCos 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 OpCos to reuse, deploy, and apply.

How the role works in practice

1. Start with the business need

Use inputs from TE Partner needs analysis, Talent Planning, People Insights, and FLT priorities to clarify what people need to do differently, who it is for, and what outcome the business needs.
Confirm what good looks like and how learners will use the content in real work so the solution stays practical and relevant.
Decide what work to lead directly and what work to assign to the Learning & Delivery Specialist, based on complexity, visibility, and business need.

2. Curate first, then build (scrappy by default)

Scan existing Fortive content, OpCo leading practices, and off-the-shelf content to identify the fastest path to an effective solution.
Build the shared core once and design modular add-ons for OpCo customization when required.
Personally lead the most critical builds and direct facilitation moments, while using the Learning & Delivery Specialist to extend capacity and speed.
Customize for Fortive only when it increases relevance, adoption, and outcomes, such as language, examples, leader expectations, or GEM and FBS integration.

3. Pilot, learn, iterate, then scale

Run small pilots with OpCos to test learning design, content usability, and facilitation guidance before broad rollout.
Collect VOC, usage signals, and facilitator feedback, and use those inputs to quickly refine both the content and the delivery experience.
Review work completed by the Learning & Delivery Specialist, provide coaching, and keep the quality bar high across both direct and delegated work.
Package for scale so OpCos can deploy consistently: facilitator guides, leader toolkits, participant materials, and clear deployment guidance, including what is delivered centrally versus through TE Partners or OpCo HR.

4. Keep the library current and the network connected

Continuously refresh the shared curriculum and leading practice library based on new OpCo innovations, external benchmarks, and evolving Fortive priorities.
Connect the right internal and external experts to the right capability needs to reduce reinvention and speed deployment.
Coach the Learning & Delivery Specialist to use the library and network well so the team delivers faster and with stronger consistency.

How This Role Fits in the Operating Model

The Senior Manager, Learning & Delivery primarily builds:

Fortive-wide Learning Content: Leads end-to-end design, management, and direct facilitation of critical programs including ECO, FBSLO, Ignite, and ALE at Talent Edge. These are center-designed and center-delivered, with this role serving as lead facilitator and carrying accountability for key delivery moments, learner experience, and program quality.
OpCo Partnership Content: Builds the reusable core curriculum for programs like PLE, GEM, Talent Edge, and Change Management. TE Partners then contextualize the last mile with OpCo-specific use cases and support reinforcement and coaching. This role may lead the highest-visibility work directly while using the Learning & Delivery Specialist to extend capacity.

This role also coordinates with Learning Operations, a separate team managing LMS, talent technology, assessment tools, and on-site learning logistics, to ensure curriculum is accessible, deployable, and easy for OpCos to use at scale.

Success Measures

Success in this role is defined by practical learning solutions that OpCos adopt and use, Fortive-wide programs that are delivered well, and a small team that executes with quality, speed, and continuous improvement.

A clear, reusable core curriculum that OpCos can deploy quickly, with strong adoption and positive voice of the customer feedback
High-quality direct facilitation of Fortive-wide programs including ECO, FBSLO, Ignite, and ALE at Talent Edge
Faster time to deploy for new capability needs through smart curation, off-the-shelf reuse, and practical content design
Strong execution across direct and delegated work, with clear coaching and consistent quality from the Learning & Delivery Specialist
Evidence of iteration: pilots run, learnings captured, and content or delivery improved each cycle
A living leading practice library that reduces reinvention, increases reuse, and helps the business get to effective solutions faster

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 across OpCos.
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-OpCo 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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