Senior Manager Learning and Development
4 days ago
The Senior Manager, Learning and Development plays a pivotal role in driving business success by overseeing a portfolio of programs and leading the Learning and Development (L&D) support for a cluster of business functions. This individual ensures that L&D initiatives are aligned with business goals, built and operationalized through internal and/or external resources, and seamlessly deployed in time and quality.
This role requires a strategic thinker who can partner with Business and HR leaders to scale leader, team, and professional development, and business enablement work. The focus of this role will continuously shift to support emerging business priorities and help solve problems where no solution currently exists.
Key Responsibilities- Engage and consult with business leaders and HRVPs to gain understanding of business unit objectives, key initiatives, talent strategies, and organizational challenges.
- Partner with Business leaders and provide coaching and education in how team and leadership development can impact their business/organizational needs and the subsequent needs of their teams to learn, thrive, and grow.
- Partner with business stakeholders and HRBP to understand the learning needs of key audiences.
- Ensure L&D team conduct needs analyses to assess the state of the business, identify key performance and skills/knowledge gaps, and recommend performance solutions, both training and non-training, to drive organizational results.
- Oversee the diagnosis, design, and delivery of high-impact team and leader interventions, leveraging existing methodologies, tools, vendors, and resources and in close partnership with respective HR business partners.
- Ensure L&D team creates and delivers learning experiences to develop leader and team capabilities with the purpose of supporting high-performing and healthy organizations.
- Build relationships with leadership, vendors, and stakeholders within Medline to collaborate on training priorities, training quality, train-the-trainer certification, and delivery of training programs.
- Raise the bar on best practices and serve as a thought leader by staying up-to-date on the latest research and current trends that promote healthy high-performing organizations and effective leaders and teams.
Typically oversees professional employees/teams or manages non-professional employees through Supervisors in manufacturing, distribution, or office environments.
Day-to-day operations of a group of employees.
May have limited budgetary responsibility and usually contributes to budgetary impact.
Interpret and execute policies for departments/projects; develop, recommend, and implement new policies or modifications to existing policies.
Provide general guidelines and parameters for staff functioning.
Hiring staff, recommending pay increases, performing performance reviews, training and development of staff, estimating personnel needs, assigning work, meeting completion dates, interpreting and ensuring consistent application of organizational policies.
Minimum QualificationsTypically requires a Bachelor's degree in the fields of organizational psychology, effectiveness, and leadership development.
Certification/Licensure: DISC, Insights Discovery.
Work Experience: At least 5 years of corporate business experience, including at least 4 years of experience in a L&D organization.
Knowledge/Skills/AbilitiesStrong analytical skills; ability to make decisions using data to drive recommendations for performance solutions.
Ability to refine insights and data into concise, relevant presentations for an executive audience.
Knowledge of training methodology in each phase of the training lifecycle, i.e., assessment, design, development, implementation, and evaluation.
Knowledge of consulting on learning practices, including needs analysis, skill and performance assessments, organizational interventions, facilitation, and the design and delivery of content for various audiences.
Interpersonal skills; ability to build alliances with leadership and key partners to gain commitment and implement performance solutions.
Demonstrated mastery of diagnosis, coaching, consultation, design, facilitation, and measurement with senior leaders, leadership teams, and organizational assessment.
Experience supporting organizations through scale and change.
Excellent verbal and written communication skills are necessary to interact effectively with all levels within the organization.
Demonstrated experience with Instructional Design principles and development applications, e.g., e-learning software, image and media editing software, etc.
Proficient in Microsoft Office applications.
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