Learning & Development Program Manager at Realty Income Corporation in San Diego, California

Job description

• Realty Income is hiring a Learning and Development Program Manager to join our People Succes Team. In this role, you will be responsible for the planning, delivery, measurement, and continuous improvement of a portfolio of leadership and employee development programs at Realty Income. This role manages the end-to-end administration and ongoing enhancement of the Senior Leader Development Program (SLDP), Leadership Advanced, and Leadership Essentials programs, including program planning, nomination processes, scheduling, participant and stakeholder communications and engagement, materials management, survey administration, effectiveness measurement, budgeting, vendor management, and related talent development initiatives.
• The ideal candidate has a proven track record of managing corporate learning programs in a complex business environment. They are highly organized, collaborative, data-informed, and skilled at translating talent and learning priorities into practical, engaging, and measurable learning experiences. This role may also manage other projects and programs as assigned that support talent development, leadership capability, and organizational effectiveness at Realty Income.

Responsibilities

• Manage leadership and employee development programs: Manage the annual planning, operating cadence, and execution of assigned leadership and employee development programs, ensuring effective delivery and alignment with established business needs, leadership expectations, and People Success priorities.
• Maintain and enhance program content: Maintain and improve program curricula, facilitator guides, participant materials, communications, assignments, pre-work, and post-work in partnership with Talent Development, internal stakeholders, and external vendors as business needs evolve.
• Coordinate program logistics and scheduling: Own program calendars, cohort schedules, session planning, room or virtual logistics, calendar invitations, facilitator coordination, materials preparation, attendance tracking, and participant follow-up.
• Lead the nominations and cohort management process: Manage nomination timelines, communications, eligibility guidance, stakeholder and People Success Partner input, participant confirmations, and cohort records to support a clear and equitable process.
• Manage communications and stakeholder engagement: Draft and execute participant, manager, executive sponsor, facilitator, and vendor communications that drive awareness, readiness, participation, and accountability.
• Measure learning effectiveness: Administer surveys and other evaluation tools; measure program effectiveness using the Kirkpatrick Model where appropriate, including participant reaction, learning, behavior/application, and business impact indicators. Monitor participation, engagement, and development trends to identify opportunities for improvement.
• Analyze data and report insights: Track participation, completion, engagement, survey feedback, and program outcomes; prepare dashboards, summaries, and recommendations to demonstrate impact and identify improvement opportunities.
• Manage program budget and vendors: Support budget planning, monitor program expenses, coordinate invoices and purchase processes, manage vendor relationships, and ensure external partners deliver high-quality work aligned to program objectives.
• Facilitate employee learning communities and knowledge sharing: Coordinate and facilitate internal learning opportunities (Learning Exchanges and Connections), peer learning forums, and other development experiences that encourage knowledge sharing, cross-functional collaboration, and employee growth.
• Develop employee learning resources: Develop and maintain learning resources, guides, toolkits, and development materials that support employee growth, leadership effectiveness, and knowledge sharing across the organization.
• Support learning technology, reporting, and administration: Maintain learning records, assignments, reporting, and other learning administration activities within Workday and/or other related learning platforms; identify opportunities to improve the learner experience, reporting capabilities and operational efficiency.
• Partner across People Success and the business: Collaborate with People Success Partners, Talent Development, executives, people leaders, and subject matter experts to identify development needs, learning opportunities, capability gaps, support leader readiness, promote employee growth, and connect learning initiatives to broader talent priorities.
• Drive continuous improvement: Evaluate participant and stakeholder feedback, identify process enhancements, improve the participant experience, and simplify repeatable program workflows.
• Support talent development projects: Lead or contribute to additional talent development, leadership capability, employee development, engagement, performance, or organizational effectiveness projects and programs as assigned.
• Protect data and confidentiality: Maintain accurate records and handle participant, nomination, survey, and talent-related information with appropriate confidentiality, care, and alignment to company policies.

Requirements

• We expect at least five years of progressive experience in corporate learning and development, talent development, organizational development, leadership development, or related HR program management.
• Demonstrated experience managing leadership development, manager development, or enterprise learning programs, including program logistics, stakeholder communications, cohort management, and learning measurement.
• Experience managing external vendors, budgets, invoices, learning materials, and program operations preferred.
• Experience developing, adapting, or implementing learning content across in-person, virtual and blended environments.
• Experience with talent development initiatives, leadership programs, employee development, engagement, performance, or organizational effectiveness projects preferred.
• Experience administering or coordinating assessment tools (e.g., 360-degree feedback, personality inventories, simulations).
• Workday, LMS administration, survey platform, or learning analytics experience strongly preferred.
• Bachelor's degree from a four-year college or university in Human Resources, Organizational Development, Business, Education, Instructional Design, I/O Psychology, Communications, or a related field; equivalent relevant experience may be considered.
• Project management certification and training/leadership programs, preferred.
• Talent development, instructional design, coaching, facilitation, ATD/CPTD, Kirkpatrick, or related learning evaluation certification preferred.

Skills

Required

• Program management
• Learning and development
• Talent development
• Organizational development
• Leadership development
• HR program management
• Program logistics
• Stakeholder communications
• Cohort management
• Learning measurement
• Highly organized
• Collaborative

Preferred

• Vendor management
• Budget management
• Learning materials management
• Program operations
• Workday
• LMS administration
• Survey platform
• Learning analytics

Benefits

• We offer a best-in-class benefits package that includes healthcare, dental, and vision insurance for employees and eligible dependents. Our 401(k)-retirement plan has a company match of 50% up to 6% of eligible compensation. Realty Income also offers other wellness, financial, and work/lifestyle-specific benefits, along with a generous PTO accrual; in addition to 12 paid holidays, and paid volunteer time. Realty Income’s purpose is to build enduring relationships and brighter financial futures, and this starts with you!
• The salary range for this role is $98,860 - $116,520 - $156,294.
• Offers near the high end are uncommon but may be considered for candidates with exceptional experience and skills and are dependent on the facts and circumstances of each case. You may be eligible for an annual discretionary bonus and an annual discretionary stock award, to be discussed during the interview process. An annual pay rate and total compensation package is generally determined by the candidate's experience, knowledge, education, skills, performance, and abilities, as well as internal equity, company performance, and alignment with market data.