Learning & Leadership Operations Lead

Owens Corning
Owens Corning

Operations

Toledo, OH, USA

Posted on Sep 3, 2026
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The Learning & Leadership Operations Lead is the operational engine that makes Owens Corning’s people leader strategy scalable. This role owns the platforms, deployment systems, vendor operations, and enablement rhythms that turn leadership development from individual programs into repeatable, level- and role-based experiences delivered consistently across the enterprise—accelerating leader readiness and time-to-proficiency.

The role spans two connected mandates. First, it operationalizes the scaled leadership development portfolio—building the management systems, deployment infrastructure, and adoption rhythms that let the team deliver level- and role-based leadership experiences at scale. Second, it owns the broader learning experience for all employees, managing the LMS, Percipio, and the mentoring platform, along with the learning measurement that demonstrates utilization, adoption, and impact.

It is a system-ownership and activation role: the connection point between strategy and execution that builds and runs the management systems, measurement, and adoption rhythms our modern development model depends on. The role enables our leadership development strategy leaders to focus on strategy, design, and delivery, and ensures our platform and program investments are deployed, adopted, measured, and continuously improved.

Core Accountabilities

This role is accountable for five areas that make the enterprise learning and scaled leadership development system run at scale:

Accountability

Scope

Enterprise Learning Ecosystem & Platform Operations
  • Own LMS operations, including governance, system administration, learning inbox/ticket support, ongoing platform maintenance, and continuous improvement
  • Manage vendor relationships and platform optimization for the scaled learning platform (Percipio) and OC Mentoring platform
  • Deliver reporting, utilization insights, and platform optimization across the ecosystem
  • Partner with the HR Systems team to adopt, test, and deploy system enhancements and upgrades
  • Own, maintain, and update global Learning Administrator Training
  • Provide ad-hoc support to learning administrators

Scaled Leadership Deployment Infrastructure
  • Build the operating system for level- and role-based leader development: audience assignment, scheduling, and facilitator coordination
  • Manage learning journey setup, follow-up, completion tracking, and measurement
  • Own the execution model with leadership development vendor(s), including assigning, deploying, and driving use of available resources within defined access windows

OC Leadership Essentials Activation
  • Translate OC Leadership Essentials into repeatable leader enablement moments tied to the annual cycle—goal setting, mid-year, year-end, development planning, talent planning, and career conversations
  • Serve as the connection point between annual process communications and leadership development

HR Enablement & Adoption Rhythm
  • Own the operating model, cross-COE collaboration, and session facilitation for HR COE / HR partner information sessions, and resource deployment
  • Manage Q&A capture, change support, and follow-up that help HR and leaders adopt and sustain the work

Measurement & Continuous Improvement
  • Track participation, utilization, effectiveness, and platform adoption across leadership learning journeys
  • Drive learner follow-up and process improvements that raise the impact of development investments

Key Responsibilities

  • Serve as the global administrator and system owner for the LMS and connected learning platforms, ensuring functionality, timely maintenance, and maximum utilization.
  • Operationalize the execution model with leadership development vendor(s)—resource assignment, deployment, scheduling, and utilization within defined access windows.
  • Partner with vendors to source, coordinate, and manage learning content and platform services for quality, effectiveness, and value.
  • Continuously improve the learner experience, follow-up processes, and operating mechanisms that sustain development at scale.

Desired Experience & Capabilities

  • Experience in learning technology, LMS administration, or learning operations, including platform governance, optimization, and system ownership.
  • Program or learning operations management at scale—deployment, scheduling, enrollment, completion tracking, and vendor/content management across platforms such as Percipio, mentoring tools, or comparable solutions.
  • Proven ability to build repeatable processes and management systems that scale across an enterprise and translate strategy into operational infrastructure.
  • Learning measurement and analytics capability—reporting on utilization, adoption, effectiveness, and impact to inform decisions and drive continuous improvement.
  • Strong project coordination, attention to detail, and follow-through, with effective collaboration and stakeholder enablement across HR, leaders, and vendors.

Capability Profile

Relative emphasis of the capabilities this role requires, with definitions for consistent interpretation.

Capability

What it means

Emphasis

Enterprise Activation

Deploying, enabling, and sustaining learning and leadership programs at scale—turning strategy and content into consistent, repeatable delivery across the enterprise.

High

Process Excellence

Designing, documenting, and continuously improving the operating mechanisms, workflows, and management systems that make delivery efficient and repeatable.

High

Learning Measurement & Analytics

Defining metrics, building reporting, and translating platform and program data into insights on utilization, adoption, effectiveness, and impact to guide decisions.

High

Talent Systems

Understanding of how learning connects to the broader talent ecosystem—performance, careers, talent planning, and capability—to keep the work integrated, not siloed.

Medium

Leadership Development Experience & Design

Creating and facilitating leadership learning content and experiences. Held primarily by the leadership development strategy and design roles; required here only at a working level.

Low

Education & Experience

  • Bachelor’s degree in HR, Learning & Development, Organizational Development, Business, or a related field (or equivalent experience).
  • 5+ years of experience in learning operations, learning technology/LMS administration, or a related program operations role, including hands-on platform ownership.

About Owens Corning

Owens Corning is a branded building products leader with three complementary market-leading businesses providing roofing, insulation, and doors primarily for residential markets in North America and Europe. The company operates with an integrated go-to-market strategy and a unique set of OC Advantages™ – including its iconic brand, unparalleled commercial strength, leading technology, and winning cost position – to help customers win and grow in the market. Owens Corning is committed to helping build better and achieve more through winning partnerships, leading performance, and engaging people. Founded in 1938 and headquartered in Toledo, Ohio, Owens Corning is listed on the New York Stock Exchange (NYSE: OC). For more information, visit www.owenscorning.com.

Owens Corning is an equal opportunity employer. Except in limited circumstances such as formal apprenticeship programs, Owens Corning does not employ anyone under the age of 18.

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