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.