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 40,000 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 & Development is responsible for designing 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 to establish scalable 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-days experience 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, and maintain learning pathways aligned to competencies, roles, and development needs, leveraging LinkedIn Learning and other platforms. 

• Serve as a strategic learning systems partner—acting as super user and content curator for the LMS, and program owner and administrator for LinkedIn Learning and the LRN compliance program—ensuring 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 and facilitate leadership development programs across multiple leader levels, 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 and facilitate behavioral and feedback-based development experiences, including 360-degree assessments and personality/behavioral instruments (e.g., Insights Discovery, DiSC, or equivalent). 

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

• Collaborate cross-functionally with 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 

• Bachelor’s 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 high‑growth or transformation environment. 

• Experience leading performance development practices, including goal setting, coaching, feedback, check‑ins, annual reviews, and IDPs. 

• Experience designing and implementing leadership development programs across multiple leader levels, 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 fast‑changing 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 AI‑enabled learning technologies. 

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