Learning Impact Partner

The Learning Impact Partner is the connective tissue between learning delivery and business results. This role owns the measurement and application layer of L&OD — ensuring learning transfers to the job, evaluating what's working and what isn't, and translating data into compelling narratives that help leaders make better decisions about people development. The partner serves both the L&OD team (informing design and iteration) and senior business stakeholders (making the value of learning, organizational, and talent development visible and credible). 

Essential Position Responsibiities - This is a salary exempt position. 

Own and maintain the L&OD evaluation framework, anchored to a structured methodology (Kirkpatrick or Phillips ROI) and applied consistently across the program portfolio. 

Synthesize evaluation findings into clear, concise assessments of program effectiveness — including what is working, what is not, and specific recommendations for program iteration. 

Build evaluation into the front end of program design conversations, ensuring L&OD designers have measurement requirements defined before content development begins. Maintain evaluation data in a format that enables trend analysis across cohorts and time — not just point-in-time snapshots. 

Establish a cadenced feedback loop with program owners and OD practitioners—delivering evaluation findings, transfer data, and culture and team health indicators that connect learning, diagnostic, and listening data into patterns that inform both program design and organizational interventions and practices. 

Build and maintain L&OD dashboards that track program participation, completion, evaluation results, and behavioral outcomes across business units. 

Translate learning metrics into business language — connecting training investments to outcomes leaders care about, including time to proficiency, supervisor retention, error rate reduction, and Fortress business metrics. 

Support the annual L&OD strategic planning process by providing data-backed assessments of program ROI and investment priorities. 

Partner with the HR Analytics function to connect L&OD data to broader people and culture data and identify correlations worth surfacing. 

Continuously improve and benchmark the data infrastructure that supports reporting, including survey design, data collection consistency, and people processes. 

Develop one-page executive summaries and visual data assets that make it easy for senior leaders to share the story of L&OD impact with their own stakeholders. 

Translate complex data from learning initiatives, upskilling efforts, and organizational change into clear, actionable recommendations—presented in ways that enable leaders and stakeholders to make informed decisions about future investments, program adjustments, and approaches to embedding new ways of working. 

Leverage technology including LMS platforms, e-learning tools, AI, and data systems to track participation, personalize learning (adaptive learning), and evaluate outcomes.  

Participates as a member of the Team. Supports cross-functional collaboration and continuous improvement aligned with Simmons’ culture and operating systems. Contributes to planning, implementation, and problem-solving activities.  

Simmons Operating Systems principles and objectives: Understands Simmons’ systems and policies (e.g., LEAN, quality, safety, compliance). Recognizes how learning initiatives contribute to process and performance improvement, and shares opportunities for enhancement.  

Performs other duties as necessary in support of business objectives: This description outlines the primary responsibilities of the role and is not intended to limit broader contributions or creative approaches in support of learning and development goals.  

Physical Activities: Uses computer and communication tools. Presents and shares information in individual or group settings. Travels to various worksites or events. Moves about manufacturing and office environments as needed.  

Personal Protective Equipment (PPE): As required when visiting facilities.  

Travel: Domestic travel with potential overnight stays to support programs and initiatives.  

Technical Experience: 3 years experience with strong analytical and critical-thinking skills, with experience navigating complex systems.  Familiarity with learning data visualization tools (Excel, Tableau, AI, SQL). Excellent problem-solving skills with a focus on root-cause analysis. Comfortable working with data end to end: pulling, cleaning, analyzing, and presenting it for non-technical audiences. Highly collaborative and interested in equipping, developing, and empowering people through data.  Experience in HR, L&OD, or other People & Culture functions preferred, but not required. 

Industry Experience: N/A  

Minimum Education: Bachelor’s Degree in Human Resources, Education, Organizational Development, or related field, or 4 years equivalent experience.  

Preferred Education:  None 

We value military experience and welcome veterans to join our team.