Core-Mark
Company Description:
Performance Food Group is a customer-centric foodservice distribution leader headquartered in Richmond, Va. Grounded by roots that date back to a grocery peddler in 1885, PFG has a nationwide network of approximately 150 distribution centers, 35,000-plus talented associates, and thousands of valued suppliers across the country. With the goal of helping customers thrive, PFG markets and delivers quality food and related products to independent and chain restaurants, schools, business and industry locations, convenience operations, healthcare facilities, vending distributors, office coffee service distributors, big box retailers, and theaters across the U.S.
Job Description:
Competitive pay and benefits, including Day 1 Health & Wellness Benefits, Employee Stock Purchase Plan, 401K Employer Matching, Education Assistance, Paid Time Off, and much more
Growth opportunities performing essential work to support America's food distribution system
Safe and inclusive working environment, including culture of rewards, recognition, and respect
Position Summary: The Senior Manager, Learning & Development is a leader responsible for translating business strategy into an enterprise learning agenda. This role manages the design, development, and delivery of high-impact learning solutions that build organizational capability and drive business results.
This leader will play a key role in establishing a new Learning & Development Center of Excellence and will partner closely with the VP of L&D to shape and execute the overall L&D strategy. The position oversees end-to-end program management, instructional design standards, and enterprise-wide facilitation excellence. Working collaboratively with HR and business stakeholders, the Sr. Manager diagnoses capability needs, develops innovative and scalable learning solutions, and ensures learning outcomes are measurable and aligned to organizational priorities.
Drive learning aligned to business outcomes.
Translate enterprise and functional strategies into learning priorities that measurably improve business performance, including productivity, revenue growth, safety, quality, and time-to-proficiency. Establish success metrics, dashboards, and ROI measures to demonstrate learning impact and inform continuous improvement.
Design enterprise learning experiences and capability pathways.
Lead the creation of learner-centered experiences, including skills frameworks, role-based learning pathways, and career-aligned development journeys that connect learning to performance, mobility, and workforce planning.
Serve as a strategic partner and change enabler.
Partner closely with HR and business leaders to diagnose capability needs, embed learning into workflows, and support change initiatives. Position L&D as a consultative function that enables adoption, behavior change, and sustained performance, not just training delivery.
Position Responsibilities: Business & Performance Orientation
Translates business goals into capability and learning priorities
Defines success metrics tied to productivity, revenue, safety, quality, and time-to-proficiency
Establishes measurement frameworks, dashboards, and ROI analyses
Uses data and insights to adjust learning strategy and investments
Learning Technology & Digital Enablement
Evaluating vendors and tools based on business needs, learner experience, and scalability
Driving adoption, utilization, and continuous optimization of learning platforms
AI Fluency & Responsible Innovation
Evaluate and pilot AI-enabled learning solutions (e.g., content curation, personalization, skills insights)
Shift L&D work from manual content creation to orchestration and enablement
Establish guardrails for responsible AI use aligned with enterprise standards
Learning Experience Design & Capability Architecture
Create role-based learning journeys and curriculum architectures
Develop and maintain skills taxonomies and capability frameworks
Ensure learning experiences are learner-centered, accessible, and embedded in the flow of work
Align learning pathways to support talent mobility, workforce planning, and succession strategies
Strategic Partnership & Change Enablement
Partner with business and HR leaders to diagnose capability gaps and co-create solutions
Embed learning into business processes and daily workflows
Support enterprise change initiatives through enablement strategies
Influence without authority and manage stakeholder relationships
Leadership & Center of Excellence Stewardship
Establish and evolve L&D standards, governance, and best practices
Coach and develop training owners and facilitators
Manage priorities, resources, and vendor partnerships effectively
Promote continuous improvement and knowledge sharing across the L&D ecosystem
Technical & Functional Competencies
Deep understanding of instructional design standards, adult learning theory, performance-based design, and learning science
Strong understanding of learning systems and modern practices and models
Ability to translate business strategy into learning requirements and actionable programs
Familiarity with change management
Leadership & Behavioral Competencies
Strategic Thinker:
Able to anticipate future needs, connect learning strategy to business priorities, and operate with a forward-looking mindset.
Influential Leader:
Builds trust and credibility with leaders; able to influence without authority across a matrixed enterprise.
Data-Driven Decision Maker:
Uses analytics, metrics, and insights to shape strategies and assess program impact.
Inclusive Leader:
Champion diversity, equity, inclusion, and belonging in all aspects of L&D.
Exceptional Communicator:
Clear, concise communicator with strong facilitation skills.
Change Leader:
Drives adoption of new approaches, navigates ambiguity, and manages complex organizational change.
Collaborative Partner:
Works seamlessly across HR, business units, and COEs to create integrated L&D solutions.
Qualifications: Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
710 years of progressive experience in Learning & Development.
13 years of people leadership or formal management experience.
Demonstrated success designing, delivering, and scaling enterprise-level learning programs that drive measurable business outcomes (e.g., performance, productivity, capability growth).
Experience operating in large, complex, matrixed organizations; Fortune 500 experience strongly preferred.
Proven ability to partner effectively with HR colleagues and senior business leaders to identify capability gaps and translate business priorities into learning strategies.
Strong experience leveraging data, workforce analytics, and learning technology platforms to inform decisions, measure impact, and continuously improve learning solutions.
Preferred qualifications: Master's Degree in Adult Education, Organizational Psychology, or related area.
Fortune 500 experience.
Certified Instructional Designer or comparable credential.
EEO Statement: Performance Food Group and/or its subsidiaries (individually or collectively, the "Company") provides equal employment opportunity (EEO) to all applicants and employees, regardless of race, color, national origin, sex, marital status, pregnancy, sexual orientation, gender identity, religion, age, disability, genetic information, veteran status, and any other characteristic protected by applicable local, state and federal laws and regulations. Please click on the following links to review: (1) our EEO Policy; (2) the "EEO is the Law" poster and supplement; and (3) the Pay Transparency Policy Statement.
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Job Description:
Competitive pay and benefits, including Day 1 Health & Wellness Benefits, Employee Stock Purchase Plan, 401K Employer Matching, Education Assistance, Paid Time Off, and much more
Growth opportunities performing essential work to support America's food distribution system
Safe and inclusive working environment, including culture of rewards, recognition, and respect
Position Summary: The Senior Manager, Learning & Development is a leader responsible for translating business strategy into an enterprise learning agenda. This role manages the design, development, and delivery of high-impact learning solutions that build organizational capability and drive business results.
This leader will play a key role in establishing a new Learning & Development Center of Excellence and will partner closely with the VP of L&D to shape and execute the overall L&D strategy. The position oversees end-to-end program management, instructional design standards, and enterprise-wide facilitation excellence. Working collaboratively with HR and business stakeholders, the Sr. Manager diagnoses capability needs, develops innovative and scalable learning solutions, and ensures learning outcomes are measurable and aligned to organizational priorities.
Drive learning aligned to business outcomes.
Translate enterprise and functional strategies into learning priorities that measurably improve business performance, including productivity, revenue growth, safety, quality, and time-to-proficiency. Establish success metrics, dashboards, and ROI measures to demonstrate learning impact and inform continuous improvement.
Design enterprise learning experiences and capability pathways.
Lead the creation of learner-centered experiences, including skills frameworks, role-based learning pathways, and career-aligned development journeys that connect learning to performance, mobility, and workforce planning.
Serve as a strategic partner and change enabler.
Partner closely with HR and business leaders to diagnose capability needs, embed learning into workflows, and support change initiatives. Position L&D as a consultative function that enables adoption, behavior change, and sustained performance, not just training delivery.
Position Responsibilities: Business & Performance Orientation
Translates business goals into capability and learning priorities
Defines success metrics tied to productivity, revenue, safety, quality, and time-to-proficiency
Establishes measurement frameworks, dashboards, and ROI analyses
Uses data and insights to adjust learning strategy and investments
Learning Technology & Digital Enablement
Evaluating vendors and tools based on business needs, learner experience, and scalability
Driving adoption, utilization, and continuous optimization of learning platforms
AI Fluency & Responsible Innovation
Evaluate and pilot AI-enabled learning solutions (e.g., content curation, personalization, skills insights)
Shift L&D work from manual content creation to orchestration and enablement
Establish guardrails for responsible AI use aligned with enterprise standards
Learning Experience Design & Capability Architecture
Create role-based learning journeys and curriculum architectures
Develop and maintain skills taxonomies and capability frameworks
Ensure learning experiences are learner-centered, accessible, and embedded in the flow of work
Align learning pathways to support talent mobility, workforce planning, and succession strategies
Strategic Partnership & Change Enablement
Partner with business and HR leaders to diagnose capability gaps and co-create solutions
Embed learning into business processes and daily workflows
Support enterprise change initiatives through enablement strategies
Influence without authority and manage stakeholder relationships
Leadership & Center of Excellence Stewardship
Establish and evolve L&D standards, governance, and best practices
Coach and develop training owners and facilitators
Manage priorities, resources, and vendor partnerships effectively
Promote continuous improvement and knowledge sharing across the L&D ecosystem
Technical & Functional Competencies
Deep understanding of instructional design standards, adult learning theory, performance-based design, and learning science
Strong understanding of learning systems and modern practices and models
Ability to translate business strategy into learning requirements and actionable programs
Familiarity with change management
Leadership & Behavioral Competencies
Strategic Thinker:
Able to anticipate future needs, connect learning strategy to business priorities, and operate with a forward-looking mindset.
Influential Leader:
Builds trust and credibility with leaders; able to influence without authority across a matrixed enterprise.
Data-Driven Decision Maker:
Uses analytics, metrics, and insights to shape strategies and assess program impact.
Inclusive Leader:
Champion diversity, equity, inclusion, and belonging in all aspects of L&D.
Exceptional Communicator:
Clear, concise communicator with strong facilitation skills.
Change Leader:
Drives adoption of new approaches, navigates ambiguity, and manages complex organizational change.
Collaborative Partner:
Works seamlessly across HR, business units, and COEs to create integrated L&D solutions.
Qualifications: Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
710 years of progressive experience in Learning & Development.
13 years of people leadership or formal management experience.
Demonstrated success designing, delivering, and scaling enterprise-level learning programs that drive measurable business outcomes (e.g., performance, productivity, capability growth).
Experience operating in large, complex, matrixed organizations; Fortune 500 experience strongly preferred.
Proven ability to partner effectively with HR colleagues and senior business leaders to identify capability gaps and translate business priorities into learning strategies.
Strong experience leveraging data, workforce analytics, and learning technology platforms to inform decisions, measure impact, and continuously improve learning solutions.
Preferred qualifications: Master's Degree in Adult Education, Organizational Psychology, or related area.
Fortune 500 experience.
Certified Instructional Designer or comparable credential.
EEO Statement: Performance Food Group and/or its subsidiaries (individually or collectively, the "Company") provides equal employment opportunity (EEO) to all applicants and employees, regardless of race, color, national origin, sex, marital status, pregnancy, sexual orientation, gender identity, religion, age, disability, genetic information, veteran status, and any other characteristic protected by applicable local, state and federal laws and regulations. Please click on the following links to review: (1) our EEO Policy; (2) the "EEO is the Law" poster and supplement; and (3) the Pay Transparency Policy Statement.
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