The Sr. Director of L&D will be the principal architect building the strategic L&D platform, directing the foundational work on an effective road map to create lasting, evolving programs that meet the business’s needs. In addition, this thoughtful, seasoned leader will apply learning methodology to business concepts and be accountable for developing a deep understanding of the business to create future learning platforms and programs that evolve, develop, and drive the broader talent development strategy for the organization.
Responsibilities:
- Contributes to overall Learning business strategy, identifying new and innovative approaches in learning design and development.
- Develop & deliver organizational designs, change management deliverables, and other tools & templates as needed
- Partner with HR and Business Executives on issues related to organizational effectiveness and change management in an effort to improve organizational performance
- Implements a comprehensive Learning and Development Platform and understands the importance of content to create a great user experience.
- Facilitates planning, budgeting, and resource casting.
- Sets direction and manages the instructional design and development processes.
- Builds and sustains lasting relationships with business leaders to generate a deep understanding of business demands and facilitates partnerships that enable successful learning outcomes.
- Quickly builds rapport and trust to influence stakeholders, vendors, and project teams to effectively develop, launch and measure learning impact.
- Builds and leads the Development team to establish and execute learning strategy to support business and talent management priorities – from learning needs assessments through new program development, including contributions to program evaluation, and program sustainment or enhancement.
- Identifies strong external vendors in the marketplace, establishes relationships with them, and deploys them as needed to drive win-win solutions for customers and the department.
- Effectively balances insourced and outsourced learning solutions and makes sound project assignments based on critical decision factors (e.g., current workloads, budgets, capabilities).
- Collaborates with Global HR teams to create broader learning and corporate standards and policies as necessary, including a standard set of tools and processes that will drive consistency and predictability throughout the instructional design lifecycle for all client groups.
- Leverages best learning practices, standards, and processes to ensure that value is created through development and deployment of work products.
- Conducts Training Needs Analysis to identify and prioritize enterprise learning needs.
- Monitors projects for alignment with defined business case processes.
- Is responsible for managing the budget for the Development department and delivering projects within budget.
- Has a track record of designing, developing, and implementing high impact learning solutions, using a variety of innovative approaches.
- Brings prior experience leading or partnering in the development and implementation of multi-year plans.
Preferred Qualifications:
- A successful candidate will have at least 8-10 years of Learning and Development experience in roles responsible for organizational development, leadership and people development, and experience working in global companies.
- Strong technical/professional expertise in the areas of learning and executive development, organizational development, consulting, and learning/instructional design.
- Strong project management skills, including a proven track record of leading large, complex projects using standard project management practices and tools.
- Excellent interpersonal, facilitation, communication, and consulting skills. Ability to assess needs, influence, collaborate, deliver and partner at the most senior levels in the organization.
- Ability to build collaborative, trustworthy relationships across functions and geographies.
- Strategic, enterprise-wide and systems thinking.
- Organizational astuteness and agility.
- Good analytical and deductive reasoning skills.
- Skills to communicate complex technical solutions in a simple manner that can be understood broadly within the organization.
- Thoughtful leadership and strong management capabilities. Ability to influence at all levels in an organization, including Senior Executives.
- Ability to consult with colleagues to identify issues, determine potential solutions, and analyze the impact on the broader organization.
- Ability to build relationships across a range of styles and cultures to form networks within and outside the company.
- Ability to use core technology to report information, analyze data and develop analytical models. Excellent PowerPoint and presentation skills for many key meetings.
- Professional curiosity, self-starter, ability to multi-task, prioritize effectively, and integrate with the rest of the team in a fast-paced, changing environment.
- Must be a creative thinker and have the courage to take calculated risks.
- Strong technical and tactical skills combined with strategic vision, sound business acumen, and keen financial and analytic ability.
- Ability to assess a situation quickly and ask the right questions. • Attention to detail and strong sense of logic.
- A history of creativity and innovation.
- Strategic thinker. Professional courage. Understands how to navigate through change easily.
- Skillful decision maker with a strong understanding of when to involve others in the decision or escalate to higher levels.
- Strong conceptual and process thinking abilities; able to simplify the complex and provide structure where there is ambiguity.
- Strategic planning and complex problem resolution abilities.
- Business and personal integrity.
- Keen attention to detail and the ability to deliver a well thought-out strategy and accurate product/presentation.
- BA ideal but not required - Masters in Organizational Development, Leadership, Adult Learning, or related field strongly preferred.
Additional:
Strategic focus on customer experience in design, build and implementation of solutions
Partner with HR and Business Executives on issues related to organizational effectiveness and change management in an effort to improve organizational performance
Lead activities to assess & diagnose organizational issues, ensure alignment of business goals with organizational designs, and develops or recommends solutions for areas of high business impact (i.e. functional design, roles & responsibilities, leadership alignment, etc.)
Self-starter that can drive outcomes with limited oversight and is able to influence stakeholders without authority
Thinks strategically and can create the vision, while being able to execute work as a part of the creation process
Develop & deliver organizational designs, change management deliverables, and other tools & templates as needed
Considers measures of success in development to ensure continuous improvement in all aspects of delivery
Leads project management efforts as needed (i.e.; project & issues tracking, metrics, etc.)
HR Functional Proficiency: Knowledge of major responsibilities, accountabilities, and organization of the HR function or department; ability to use and administer the organization’s HR policies, strategies and environment.
Business Acumen: Awareness and knowledge of and insight into the organization’s vision, structure, culture, philosophy, operating principles, values, and code of ethics; ability to apply this understanding appropriately to diverse situations. Knowledge, insight, and understanding of business concepts, tools, and processes that are needed for making sound decisions in the context of the company’s business; ability to apply this knowledge appropriately to diverse situations.
Change and Communications: Knowledge of and ability to align the organization’s people and culture with changes in business strategy, organizational structure, technology and business processes.
Strategic Thinking: Understands business issues and opportunities and translates or aligns them to a vision, strategy and plans to chart a course of action
Solution Orientation: Knowledge of techniques and tools that promote effective analysis and the ability to determine the root cause of organizational problems and create alternative solutions that resolve the problems in the best interest of the business.
People Management: Ability to establish and build healthy working relations and partnerships with internal and external customers/clients. Creates and sustains high performing teams committed to exceeding business goals.
Talent Development: Knowledge of how an organization attracts, recruits, evaluates, retains, identifies and develops talent; ability to develop the talent required for an organization to achieve its short-term goals. Includes talent related processes (e.g. performance management, development, succession, workforce planning, etc.).
Education/Experience:
Bachelors, Masters or equivalent with 7-10 years of HR Organizational Effectiveness and Change Management experience or equivalent.
Relevant Business Unit experience.
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