Job Description

Applicants must be a resident and work from one of the following states: WA, OR, or ID, with occasional travel to our headquarters, located in Seattle, WA.

Who We Are:

At PEMCO, we’re all about people – our customers, our employees, and the community. We’re a mutual insurance company owned by our Northwest policyholders. We provide auto, home, renters, and boat coverage. Recognized by Forbes as one of America’s Best Insurance Companies in both Auto and Home for 2026, based on customer survey feedback, and by Newsweek as one of America’s Greatest Midsize Workplaces 2025. We are consistently recognized for our outstanding customer service, employee expertise, community partnerships, and social impact programs. All of which makes PEMCO a great place to work!

Our social impact programs motivate high achievement by youth in education; build stronger and greener communities; and increase safety at home, on the road, and at play. We’re committed to diversity, equity, inclusion, and belonging, and to fostering an inspiring and inclusive workplace. These efforts create and cultivate an environment that builds fairness and understanding, encourages collaboration and flexibility, and celebrates all the ways in which we’re different and the same – enabling all individuals to achieve their full potential.

Why We Need You:

The Manager, Capability Development and Learning leads PEMCO's enterprise learning, onboarding, leadership development, and workforce capability initiatives. This role partners with HR Business Partners and business leaders to identify capability needs and develop learning solutions that improve employee performance, accelerate readiness, and support business strategy. The position serves as PEMCO's lead resource for instructional design, adult learning, learning technology, and learning effectiveness while fostering a culture of continuous learning and development.

What You’ll Be Doing:

Strategic Capability Development

• Works with HR Director to develop and execute the enterprise learning and capability development strategy aligned with business objectives.
• Partner with HR Business Partners and business leaders to identify current and future workforce capability needs.
• Worls with HR Director to establish development priorities and capability roadmaps that support organizational goals.
• Serve as a trusted advisor to leaders on learning, development, and workforce capability solutions.

Learning & Development Leadership

• Lead the design, development, delivery, and evaluation of enterprise learning programs and experiences.
• Oversee onboarding, compliance training, professional development, and leadership development initiatives.
• Ensure learning programs are scalable, measurable, and aligned with business outcomes.
• Foster a culture of continuous learning and knowledge sharing across the organization.

Instructional Design & Learning Experience

• Serve as the organization's lead resource for instructional design and adult learning methodologies.
• Establish standards for curriculum development, content governance, and learning quality.
• Design and oversee engaging instructor-led, virtual, blended, and digital learning experiences.
• Ensure learning content meets regulatory, compliance, operational, and business requirements.

Leadership Development & Workforce Readiness

• Design and facilitate leadership development experiences that strengthen leadership capability across the organization.
• Develop learning pathways and development experiences that support employee growth and career development.
• Facilitate workshops, team sessions, and learning events that build workforce capability and readiness.
• Partner with leaders to identify and address development opportunities within their teams.

Learning Effectiveness

• Support strategic initiatives by developing learning and capability-building solutions that help employees adapt to change.
• Assess capability gaps and recommend development strategies that improve organizational readiness and performance.
• Measure learning effectiveness through participant feedback, business outcomes, and workforce analytics.
• Continuously improve programs using data, insights, and evolving best practices.

Team Leadership & Resource Management

• Lead, coach, and develop learning team members.
• Manage learning technologies, vendors, consultants, and external learning partners.
• Oversee department budgets and resources to maximize learning impact and effectiveness.
• Evaluate and implement emerging learning technologies and practices.

What You'll Bring:

Required Qualifications

• Bachelor's degree in Instructional Design, Adult Education, Human Resources, Business Administration, Organizational Psychology, Education, or a related field; or equivalent combination of degree and experience.
• 7+ years of progressive experience in learning and development, instructional design, capability development, or related disciplines.
• Demonstrated expertise in instructional design, adult learning principles, curriculum development, and learning evaluation.
• Experience developing and implementing enterprise learning and leadership development programs.
• Experience designing learning solutions in a regulated environment.
• Experience partnering with leaders and consulting on workforce capability and development strategies.
• Experience leading projects, managing competing priorities, and delivering measurable business outcomes.

Preferred Qualifications

• Experience within insurance, financial services, healthcare, or other regulated industries.
• Experience with learning management systems (LMS), e-learning development, and digital learning technologies.
• Professional certifications in instructional design, learning and development, facilitation, or coaching.

Compensation:

The pay range for this role is shown below. Compensation decisions are determined based on an individual’s qualifications, job-related knowledge, skills, and experience.

• Greater Seattle area target pay range: $140,768 - $172,050. The full pay range is $117,307 - $195,511.
• Outside Greater Seattle area target pay range: $124,231 - $151,837. The full pay range is $103,526 - $172,542.

Greater Seattle Area is defined as working within approximately 100 miles of Seattle.

Outside Greater Seattle is defined as working approximately 100 miles or more from Seattle.

Benefits:

Regular part-time PEMCO employees working at least 24 hours per week and regular full-time PEMCO employees are eligible to elect coverage under medical, dental, and vision plans for themselves and their eligible family members with generous employer premium cost shares. In addition, as a benefits-eligible employee, you are:

• covered by employer-paid basic life and accidental death & dismemberment insurance policies as well as long- and short-term disability benefit coverages.
• eligible to participate in PEMCO’s 401(k) plan, which includes a generous employer match (2 for 1 on the first 6% employee pre-tax and/or Roth deferral, up to federal maximums).

PEMCO provides the following paid leave programs for benefits-eligible employees in their first year of PEMCO employment:

• Vacation and eight (8) paid holidays.
• Granted four (4) floating holidays and up to ten (10) days of sick leave immediately upon hire (pro-rated based on hire date and full-time/part-time status).
• In addition, PEMCO provides paid time off for bereavement, jury duty, and employee volunteering in the community.

Other miscellaneous benefit programs offered by PEMCO include:

• Education Assistance Program after one year of service.
• Scholarship program for children of PEMCO employees after one year of service; children’s birthday gift program
• Flexible Spending Accounts, Employee Assistance Program, and charitable gift matching

Other compensation depending on role, contributions, and performance may include:

• Discretionary bonuses.
• Tiered sales commissions and/or incentives

Equal Employment Opportunity:

At PEMCO, we celebrate and support our differences. We know employing a team rich in diverse thoughts, experiences, and opinions allows our employees, our products, and our community to flourish. PEMCO is honored to be an equal opportunity workplace. We are dedicated to equal employment opportunities regardless of race, color, ancestry, religion, sex, national orientation, age, citizenship, marital status, disability, gender identity, sexual orientation, or veteran status.

Accommodations

At PEMCO, people are at the heart of our business. We’re committed to providing an inclusive hiring experience for all candidates. If you need reasonable accommodations to apply for a role or participate in an interview, please contact us by email with your name, the job reference number(s), your preferred contact method, and a brief description of the accommodation needed. Requests are considered on a case by case basis in accordance with applicable disability laws, including the ADAAA.

Applicants have rights under Federal Employment Laws:

• Family and Medical Leave Act (FMLA)
• Equal Employment Opportunity (EEO)
• Employee Polygraph Protection Act (EPPA)