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Director, Learning & Development

 

Position Summary:  

Manages the activities involved in the design, preparation, delivery and need assessment of training and development programs for company managers and employees. Joins in partnership with other HR professionals and the business to assess and implement organizational development programs, processes and training initiatives to support organizational strategies. Determines company needs for leadership development, succession planning, career management, interpersonal skills and communication training. Develops and/or approves content, methods, and materials for training staff and may conduct courses. Develops methods for evaluation of program effectiveness. Typical responsibilities may include development and delivery of programs, such as new employee orientation, performance management and/or organizational development training. Will also provide HR business partnership to some teams.

 

Essential Functions:

  • Design, execute & manage development programs that cultivate, engage and develop talent at all levels and roles, building a sustainable talent pipeline.
  • Design & deliver development strategies in multiple modalities (e.g., virtual and in-person instructor led workshops, self-paced programs, e-learning, blended learning and action & experience-based learning).
  • Lead the design and implementation of high impact leadership and management development experiences that provide real time learning and on-going coaching support for leaders at all levels
  • Lead the design, development and implementation of L&D programs, workshops, tools and resources tailored to meet specific needs.
  • Be an active thought partner for, and collaborate with, the Senior Director of HR to further the vision of developing talent, fostering employee engagement, and building the technical and leadership capabilities needed to drive our success.
  • Lead role in facilitation of L&D development programs and workshops (e.g. in-person, virtual, and blended learning experiences) for audiences of all levels.
  • Facilitate meetings and focus groups as needed for team-building, problem solving, brainstorming, etc.
  • Analyze performance and learning needs, determine scope, select appropriate solutions, leverage traditional and innovative strategies, and create supplemental materials to support learning programs.
  • Effectively select and manage contingent design and delivery talent (vendors and contractors) to ensure projects meet quality, cost & schedule requirements.
  • Lead role in managing master calendar of L&D programs; includes ensuring logistics, resources, and support are in place to execute successful employee experiences. Plan, organize, and manage resources to support project objectives.
  • Partner with Home Office teams to execute key development programs and ensure participation within them.
  • Evaluate the effectiveness of learning & development solutions; measure return on investment.
  • Make recommendations to enhance individual and team effectiveness, and streamline quality offerings. Provide feedback and recommendations to promote sustainability.
  • Build sustainable partnerships within HR and the business and leverage relationships to secure support for L&D initiatives, and manage change effectively.
  • As an HR Business Partner, serve as a partner and trusted advisor to leaders, to diagnose, translate, and define current and future business needs into an overall integrated strategic HR plan for the client function.
  • Assess organization capabilities; identify competency and talent gaps, ensure development of people resources; support talent assessment and succession planning.

 

Preferred Skills and Experience:

  • Learning Agility – Uses multiple methods to learn new things quickly, asks for and acts on feedback to improve programs, processes, tools and individual performance.
  • Strategic Thinking – Strong strategic thinking skills and experience building strategic plans; ability to translate strategy into organization capability and develop learning solutions that drive stability and retention; exemplifies excellent decision making, judgment, and common sense.
  • Drive for Results – Solid, proven track record of delivering results; Ability to design strategic organization initiatives and interventions that drive business performance. A demonstrated track record of success in this area is essential.
  • Change Leadership – Has led large-scale change initiatives; able to plan change activities with an eye on needs of all stakeholder groups, excellent and effective verbal and written communication skills; able to write clearly and succinctly in a variety of communications settings and styles; able to make the complex simple, practical and actionable.
  • Collaboration / Influencing – Able to build strong, effective relationships with people at all levels, particularly at leadership level; Excellent interpersonal skills/relationship builder and people manager; Ability to consult effectively with senior management; Success in building stakeholder support, alignment and active engagement – Must be a strong business and HR partner.
  • Committed to the values of integrity, accountability, transparency, scientific rigor and drive.
  • Current US work authorization required.
  • Ability to travel domestically and internationally.

 

Preferred Education: 

  • Bachelors degree required.
  • Preferred – Masters Degree in Adult Learning, Instructional Design, Education, HR or Business preferred but not required.
  • Minimum of 10 years of training experience.
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