Learning & Development Specialist

Job Description

Imagine working at the forefront of innovation in fluid-flow technology, with over 1,400 colleagues across the globe, and contributing to a legacy of excellence that spans eight manufacturing facilities on four continents. Armstrong Fluid Technology is more than just a leader in our industry; we are a community of bright and creative minds driven by a shared mission — to engineer the future and safeguard our planet. Together, we’re committed to reducing carbon footprints and enhancing energy efficiency, delivering sustainable solutions that make a global impact.

As a member of our team, you’ll join an environment that encourages continuous learning, collaboration, and boundary-pushing every day. You’ll be part of an agile and dynamic workplace where today’s solutions are built for tomorrow’s challenges.

The Learning & Talent Specialist will design, deliver, and scale enterprise-wide learning and talent initiatives that strengthen organizational capability across Armstrong globally and will play a key role in ensuring learning investments are aligned to business strategy, future workforce requirements, and leadership pipeline development.

This role combines strong instructional design and facilitation expertise with strategic capability-building responsibilities, including enterprise capability mapping, skills architecture development, and digital learning ecosystem design.

This position is located at Armstrong’s Global Headquarters in Scarborough.

Key Responsibilities

Capability Mapping & Skills Architecture

• Partner with business leaders to define enterprise-wide competency frameworks aligned to Armstrong’s strategic priorities.
• Develop and maintain a structured skills architecture across functions (manufacturing, sales, engineering, corporate).
• Conduct capability gap assessments and workforce skills diagnostics.
• Identify critical roles and define role-based learning pathways.
• Support succession planning and internal mobility through structured capability frameworks.
• Collaborate with HRBPs to embed skills-based development planning into performance cycles.

Digital Learning Strategy & Ecosystem Design

• Develop and execute a scalable Digital Learning Strategy that supports global workforce capability building.
• Design structured learning journeys leveraging e-learning, microlearning, virtual classrooms, and blended solutions.
• Optimize the Learning Management System (LMS) as a learning experience platform, improving accessibility, user engagement, and analytics.
• Leverage digital tools (e.g., Articulate 360, multimedia content creation platforms) to create interactive and high-impact learning experiences.
• Introduce scalable digital solutions such as learning pathways, internal knowledge repositories, communities of practice, and just-in-time learning resources.
• Monitor digital adoption metrics and continuously improve learner engagement and completion rates.

Learning Design & Behavioral Training Delivery

• Design and develop engaging learning content using Articulate 360 (Storyline, Rise) or similar tools.
• Facilitate behavioral and leadership workshops (virtual and in-person), including:
  • Performance management
  • Goal setting & cascading
  • Feedback & coaching
  • Emotional intelligence
  • Collaboration & communication
• Deliver new manager and leadership development programs.
• Apply adult learning methodologies and reinforcement strategies to drive sustained behavior change.

Talent & Performance Enablement

• Support performance management, goal setting, and calibration processes.
• Design structured development pathways aligned with capability frameworks.
• Support succession planning and high-potential development initiatives.
• Track talent analytics to identify capability risks and development priorities.

Measurement & Continuous Improvement

• Establish learning effectiveness KPIs aligned to business outcomes.
• Measure capability growth, bench strength, and leadership readiness.
• Analyze learning data to improve program impact and ROI.
• Present insights and recommendations to senior leadership.

Qualifications & Experience

• Bachelor’s degree in HR, Organizational Development, Business, Psychology, or related field.
• 5–8 years of experience in Learning & Development, Talent Management, or Organizational Capability roles.
• Strong experience in Articulate 360 or equivalent e-learning authoring tools.
• Hands-on experience managing or optimizing an LMS.
• Experience designing competency frameworks and skills architecture preferred.
• Proven ability to facilitate behavioral and leadership training programs.
• Experience in manufacturing, engineering, or global industrial environments preferred.

Why Join Us?

At Armstrong Fluid Technology, you’ll be part of a purpose-driven organization focused on innovation, sustainability, and customer success. We offer opportunities to grow your career in a collaborative and globally connected environment where your contributions directly shape our people strategy, organizational design, and business success.

This posting reflects a new role. Armstrong does not use artificial intelligence tools to support candidate screening and assessment processes.