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Exelon is leading the energy transformation, and we're calling all problem solvers, innovators, community builders and change makers. Work with us to deliver solutions that make our diverse cities and communities stronger, healthier and more resilient.
We're powered by purpose-driven people like you who believe in being inclusive and creative, and value safety, innovation, integrity and community service. We are a Fortune 200 company, 20,000 colleagues strong serving more than 10.7 million customers at six energy companies - Atlantic City Electric (ACE), Baltimore Gas and Electric (BGE), Commonwealth Edison (ComEd), Delmarva Power & Light (DPL), PECO Energy Company (PECO), and Potomac Electric Power Company (Pepco).
We're committed to creating an environment where every person can thrive. Our employee experience is grounded in four tenets that guide how we support our people: purposeful careers, growth opportunities, community impact, and support to thrive.
In our relentless pursuit of excellence, we elevate diverse voices, fresh perspectives and bold thinking. And since we know transforming the future of energy is hard work, we provide competitive compensation, incentives, excellent benefits and the opportunity to build a rewarding career.
Are you in? Primary Purpose:
Leads the design and execution of Exelon’s enterprise learning strategy, with a focus on measurable skill building, practical learning solutions, and closing priority capability gaps across the enterprise.
This role is both strategic and hands-on: approximately 25% of the work is focused on setting direction and prioritizing the enterprise learning agenda, while the majority of the role is focused on executing tangible learning deliverables, building scalable programs, and helping leaders and employees develop skills needed for current and future work.
The Senior Manager partners with Human Resources Business Partners, business leaders, Leadership Development, technology partners, and external providers to identify skill gaps, design targeted learning interventions, and deliver upskilling, reskilling, learning pathways, and capability-building programs that improve performance and workforce readiness.
The role helps simplify and connect Exelon’s learning ecosystem by aligning programs, vendors, content, platforms, and measurement to the highest-priority business needs and workforce skills. This includes supporting development of a longer term enterprise learning vision and strategy that is tech enabled, future learning management system readiness, practical learning governance, vendor management, and learning analytics that demonstrate business impact.
Success in this role requires strong execution, clear communication, collaborative influence, and the ability to turn business needs into simple, effective learning solutions that can be implemented and measured.
**This is a multiple‑location posting. The selected candidate may be based out of our Exelon Corporate Office locations in IL, DC, MD, or PA**
Primary Duties:
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Develops and maintains Exelon’s enterprise learning strategy, including the learning vision, priorities, governance approach, and roadmap for capability building.
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Works with Talent Center of Excellence leaders, Human Resources Business Partners, business leaders and stakeholders to identify the most important skill gaps and learning priorities.
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Translates business strategy, transformation priorities, workforce changes, AI adoption, grid modernization, and operating model shifts into a focused learning agenda.
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Distinguishes high-value learning needs from lower-priority activity so enterprise learning investments are targeted, practical, and aligned to business outcomes.
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Partners with Human Resources Business Partners and business leaders to understand skill gaps, define learning needs, and build plans to close those gaps.
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Designs and implements upskilling, reskilling, learning pathways, learning academies, and role-based development experiences for priority roles, functions, and workforce segments.
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Builds practical interventions that improve proficiency, support career growth, and help employees and leaders apply new skills on the job.
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Creates approaches to close gaps for emerging and highest priority enterprise skill needs, including AI literacy, digital ways of working, functional upskilling, people leader capability, and other future skills tied to business priorities.
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Leads the execution of enterprise learning programs, including training plans, curriculum design, vendor delivery, cohort-based learning, manager-led reinforcement, microlearning, digital content, and communities of practice.
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Ensures learning solutions are simple, accessible, role-relevant, and designed to support behavior change and application in day-to-day work.
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Partners closely with Leadership Development to align learning solutions with leader capability, people leader effectiveness, coaching behaviors, change leadership, and enterprise leadership expectations.
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Applies adult learning, instructional design, behavioral science, and change management practices to create learning that is engaging, scalable, and measurable.
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Helps organize and improve Exelon’s learning ecosystem, including learning programs, vendors, content libraries, modalities, microlearning, digital learning platforms, and future technology-enabled skills strategy. Rationalizes fragmented learning investments, identifies duplication and gaps, and aligns learning resources to enterprise priorities.
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Identifies duplication, gaps, and opportunities to rationalize learning investments so resources are focused on the most important capability needs.
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In partnership with HR, technology, and platform owners, supports learning data integration, content governance, skill libraries, and scalable learning delivery processes, and prepares for future technology-enabled learning platform and learning management system optimization.
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Manages vendor relationships, including evaluation, contracting support, performance oversight, and alignment to Exelon’s learning priorities.
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Defines practical measures to track learning participation, adoption, proficiency growth, skill-gap closure, behavior change, time-to-competence, and business impact.
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Uses learning data, workforce insights, business metrics, and stakeholder feedback to improve learning solutions and communicate results.
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Connects learning outcomes to HR strategy measures and business priorities so leaders can see where learning is improving workforce capability.
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Leads and develops a team of learning professionals, creating clear priorities, accountability, continuous improvement, affordability, and customer focus.
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Builds strong partnerships across the Talent Center of Excellence, Human Resources Business Partners, business leaders, operating companies, technology partners, Leadership Development, and vendors.
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Presents progress, recommendations, and results primarily to the Talent Center of Excellence leadership team and other HR or business stakeholders as needed.
Job Scope:
- Reports to the Director, Strategic Workforce Planning and Talent Management.
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Interacts regularly with Talent Center of Excellence leaders, Human Resources Business Partners, business leaders, operating company stakeholders, technology partners, Leadership Development, transformation teams, and external vendors.
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Accountable for enterprise learning strategy, skill-gap closure planning, learning program execution, learning pathways, learning ecosystem governance, vendor strategy, learning management system readiness, and measurement of learning impact.
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Expected to simplify and rationalize fragmented learning activity and focus enterprise learning resources on the most critical skill gaps and business capabilities.
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Operates across a complex, matrixed enterprise environment with evolving business needs, competing priorities, and changing learning technology requirements.
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Influences learning priorities across functions and operating companies, including areas where learning ownership or delivery may be distributed.
Minimum Qualifications:
- Bachelor’s degree in Human Resources, Organizational Development, Business, Learning and Development, Industrial/Organizational Psychology, Education, or related field.
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12 or more years of experience in organizational learning, learning and development, talent development, capability building, organizational development, or related field.
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3–5 years of supervisory or people leadership experience.
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Demonstrated success designing and implementing enterprise learning programs, capability-building solutions, upskilling or reskilling programs, or talent development initiatives.
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Experience partnering with Human Resources Business Partners and business leaders to identify skill gaps and implement practical learning solutions to close them.
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Experience translating business needs into training plans, learning pathways, curricula, programs, or interventions that build workforce capability.
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Experience supporting learning through business transformation, operating model change, digital transformation, workforce disruption, or large-scale organizational change.
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Experience building, governing, or improving learning ecosystems, including learning management systems, content, vendors, modalities, academies, digital learning tools, or learning technology roadmaps.
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Strong knowledge of instructional design and adult learning theory.
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Strong analytical skills, including experience using learning data, workforce insights, and business metrics to evaluate learning effectiveness and improve programs.
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Demonstrated ability to influence stakeholders in a matrixed environment and communicate recommendations clearly to HR and business leaders.
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Ability to balance enterprise perspective with hands-on execution and practical delivery.
Preferred Qualifications:
- Master’s degree in Organizational Development, Human Resources Development, Industrial/Organizational Psychology, Business, Education, Learning Sciences, or related field.
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Experience with learning in the flow of work, microlearning, skills-based learning, learning experience platforms, digital academies, and modern learning modalities.
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Experience supporting AI literacy, AI adoption, work redesign, digital transformation, or future-skills capability building.
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Experience supporting people leader upskilling, manager effectiveness, leadership capability building, or partnership with Leadership Development functions.
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Experience in utilities, energy, infrastructure, regulated industries, safety-critical environments, or operational/frontline workforce learning.
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Experience integrating learning with strategic workforce planning, skills inventories, competency models, career pathways, talent analytics, or workforce capability planning.
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Experience applying Kirkpatrick’s Four Levels of Evaluation or similar models to assess learning outcomes, behavior change, effectiveness, and business impact.
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Certification in instructional design, coaching, change management, leadership development, talent development, or related discipline.
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Strong knowledge of behavioral science, organization design, process improvement, and change management principles.
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Experience with union environments and frontline workforce learning and development.
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Results focused, highly collaborative, and strong customer-service orientation.
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Excellent interpersonal, communication, facilitation, consulting, and influencing skills.
Benefits:
- Annual salary will vary based on a candidate’s skills, qualifications, experience, and other factors: $139,200.00/Yr. – $191,400.00/Yr. plus an additional $25K in Long Term Incentive Plan annually.
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Annual Bonus for eligible positions: 25%
- 401(k) match and annual company contribution
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Medical, dental and vision insurance
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Life and disability insurance
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Generous paid time off options, including vacation, sick time, floating and fixed holidays, maternity leave and bonding/primary caregiver leave or parental leave
- Employee Assistance Program and resources for mental and emotional support
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Wellbeing programs such as tuition reimbursement, adoption and surrogacy assistance and fitness reimbursement
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Referral bonus program
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And much more
Note: Exelon-sponsored compensation and benefit programs may vary or not apply based on length of service, job grade, job classification or represented status. Eligibility will be determined by the written plan or program documents.
