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Focused Energy is an international deep-tech company based in Germany and the US working to commercialize laser-driven nuclear fusion. As the first dedicated Learning & Development Partner, you will build the L&D function from the ground up, sequenced for impact rather than a catalogue of offerings.
You will own the full L&D lifecycle: diagnosing organizational needs, designing and delivering learning programs, and continuously improving them based on feedback and data. Key responsibilities include:
- Design and run manager development programs (frameworks, content, cohorts, ongoing support) for people managers at all levels
- Build and maintain a skill map showing critical skills per function and level, current state, and gaps, kept current with functional leads
- Design skill development learning paths that close gaps, spanning technical/scientific depth and leadership, co-authored with subject matter experts
- Own succession planning for critical roles: successor pipelines, readiness reviews with People Business Partners and VP People, and supporting development plans
- Build learning infrastructure including platform selection, setup, and content management
- Own the capability track of onboarding so new joiners understand how Focused Energy works within their first 30 days
- Own knowledge management: capture technical and scientific expertise so it doesn't leave when people do
- Evaluate learning effectiveness using feedback, data, and observation; stop investing in programs without meaningful impact
- Partner with People Business Partners on succession and skills work, with Enablement & Analytics on reporting, and with Strategic People Projects Partner on leadership programs
- Bring recommendations and clear point of view on L&D priorities, sequencing, program design, and infrastructure
This is a highly hands-on role requiring someone who brings a strong point of view, can operate independently, and is excited to determine what great learning looks like at Focused Energy and make it happen.
REQUIREMENTS:
- Several years of experience in Learning & Development, organizational development, leadership development, instructional design, or closely related field
- Strong knowledge of adult learning principles and instructional design, with ability to translate into practical, engaging learning experiences
- Experience designing and delivering manager and/or leadership development programs
- Experience building skill frameworks or competency models, and using skills data to inform development and workforce planning
- Experience with succession planning, including building successor pipelines for critical roles and supporting development plans
- Experience building or improving learning infrastructure, ideally including selecting, implementing, or managing a Learning Management System or equivalent platform
- Experience with knowledge management, documentation, and practices that capture and transfer critical expertise
- Strong communication skills and ability to translate complex or technical information into accessible learning formats without losing accuracy
- Highly independent, hands-on approach; comfortable building from scratch, making decisions with imperfect information, taking ownership for outcomes
- Strong stakeholder management and collaboration skills; ability to build trust with executives, managers, technical experts, and employees across functions
- Data-informed and iterative mindset; use feedback and evidence to understand what works, improve it, and change course when needed
- Experience working in deep tech, scientific, engineering, or otherwise highly technical environment is a strong advantage
