- Bachelor's Degree
- Master's Degree
The Senior Manager of Learning Strategy (LSM) for Leadership Development is responsible for establishing short and long-term learning strategies to increase the quality of leadership behaviors at all levels, from front-line supervisors to the C-Suite. Working collaboratively across the organization, this role will be a thought-leader responsible for designing and managing leadership development solutions for all stages of a leader’s journey including new leader onboarding, continuous leader development, and high potential/executive development programs.
The successful candidate will have extensive experience utilizing multiple approaches to develop leaders, be comfortable and confident interacting with senior leadership, possess excellent business acumen, drive execution, and demonstrate business impact.
MAJOR TASKS, RESPONSIBILITIES AND KEY ACCOUNTABILITIES
Determine learner capabilities and learner needs by reviewing job requirements, experiencing the learner's environment, connecting with learners and leaders closest to the role, and evaluating key metrics and connect with business partners to stay current on the needs of the business.
Develop strategy for assigned content areas (content area plan) and recommend solutions to business partners that address learner needs to increase associate competence and confidence. Collaborate with other LSMs to ensure assigned content areas are represented. Determine and maintain effectiveness of content areas.
Work with learning Design & Development, Technology, and/or Delivery teams to determine the most effective learning solutions for assigned content areas and communicate solutions to business partners
Create learning plans for assigned job roles based on learner needs. For assigned job roles, validate content area recommendations from other LSMs. Work closely with learning Execution, Technology, and Delivery team members to ensure execution of learning plans. Determine and maintain effectiveness of learning plans.
Collaborate with business partners, keeping them informed, influencing the right decisions for learners, and effectively addressing difficult issues. Demonstrate the courage to say what needs to be said, while maintaining strong relationships. Gain buy-in from stakeholders at multiple levels of the organization
NATURE AND SCOPE
This position reports to the Director Learning.
This position has 0-4 direct reports.
ENVIRONMENTAL JOB REQUIREMENTS
Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.
Typically requires overnight travel less than 10% of the time.
Additional Environmental Job Requirements:
Must be eighteen years of age or older.
Must be legally permitted to work in the United States.
Additional Minimum Qualifications:
The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.
Years of Relevant Work Experience: 7+ years
Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.
7+ year prior experience in related field (Leadership Development, Organizational Development, or Talent Management)
Masters in HR, I/O Psychology, OD or other related fields
Experience in leadership curriculum development
Experience in a business environment with the practical application of leadership development, organization development, and adult learning theories and models
Experience managing and working with vendors in executive and leadership development
Knowledge, Skills, Abilities and Competencies:
COLLABORATES: Building partnerships and working collaboratively with others to meet shared objectives
COMMUNICATES EFFECTIVELY: Developing and delivering communications that convey a clear understanding of the unique needs of different audiences
COURAGE: Stepping up to address difficult issues, saying what needs to be said
CUSTOMER FOCUS: Building strong customer relationships and delivering customer-centric solutions
STRATEGIC MINDSET: Seeing ahead to future possibilities and translating them into breakthrough strategies
ORGANIZATIONAL SAVVY: Maneuvering comfortably through complex policy, process, and people-related organizational dynamics
DECISION QUALITY: Making good and timely decisions that keep the organization moving forward
INTERPERSONAL SAVVY: Relating openly and comfortably with diverse groups of people
PERSUADES: Using compelling arguments to gain the support and commitment of others
BALANCE STAKEHOLDERS: Anticipating and balancing the needs of multiple stakeholders
PLANS and ALIGNS: Planning and prioritizing work to meet commitments aligned with organizational goals
ACTION ORIENTED: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm
BUSINESS INSIGHT: Applying knowledge of business and the marketplace to advance the organization’s goals