Job Brief (Purpose)
The Learning Consultant is responsible for engaging and consulting with direct manager, team, Human Resources (HR) partners and clients, and other key stakeholders within Key Technology & Operations (KTO) to develop and implement innovative learning strategies, create and maintain curriculum(s), and design and implement program-based learning solutions that support the business strategy and Talent Plans. A Learning Consultant demonstrates operational effectiveness by using solid learning and project management disciplines to assess, design and implement learning solutions using multiple learning methods. Implements these business-focused and job-related learning solutions and programs to employees within the scope of KTO. Focuses on learning and development effectiveness, assessment and evaluation tools and metrics.
Essential Job Functions
Provides consultation and advice on routine to more complex learning matters; offers consult to leaders in assigned client groups on approaches for handling learning topics and issues.
Facilitates training sessions using multiple delivery methods (e.g. in person, web-conferences, conference calls) and on multiple technology platforms/channels. Delivers targeted training according to business and staffing plans to support specific initiatives and employee performance objectives, including new hire, functional, systems, sales, service and interpersonal/leadership skill courses.
Advises project and business leaders to make informed decisions that drive improved business performance through learning interventions. Recognizes issues and opportunities and proactively proposes and presents solutions for learning practices tied to Talent Plans and client strategy.
Aligns priorities with enterprise training commitments and KTO priorities; participates on development and training initiatives, as requested. Keeps apprised of role-based curriculum changes and ensures course content is current.
Proactive with setting timelines and identifying opportunities; self-motivated – drives for results; highly accountable, meets deadlines; understands how to mobilize partners and resources. May manage 3rd party relationships.
Leverages metrics and data analytics of learning experiences to objectively analyze the effectiveness of training in order to improve it in the future.
Works under limited direction/supervision; more autonomy and no supervisory responsibilities. Provides basic coaching as needed to mid-level leaders and/or colleagues on how to address learning topics and issues.
Bachelor’s degree or equivalent work experience.
At least 2 years experience in employee development/training, including facilitation, instructional design, alternative learning methods.
Experience implementing learning and development strategies and programs.
Able to travel up to 50%, as needed.
Strong writing skills; can cohesively present and organize information; effectively articulates message.
Demonstrated presentation development and delivery skills; comfortable presenting to all levels; coaches and develops others.
Know how businesses work; knowledgeable in current and possible future policies, practices, trends, and information affecting his/her business and organization; knows the competition; is aware of strategies and tactics work in the marketplace.
Competencies / Skills
Client Interaction / Relationship-Building Skills: Partners with senior to executive level management; excellent interpersonal and collaboration skills.
Consulting : Understands client strategy and culture; anticipates issues and provides proactive consultation on more complex learning and talent matters; addresses learning issues with senior level leadership, demonstrates managerial courage when providing individual consulting, tailors message to client style.
Influence: Leverages organizational and professional savvy as well as advanced persuasive skills to influence senior leaders; is proactive in identifying learning opportunities within assigned functional area/client group.
Problem-Solving / Change Management: Solution-focused; proactively identifies opportunities across client groups/ functional areas/LOB; surfaces issues and proposes solutions for learning practices; versed in change management methodology and practice; designs change management solutions.
Business Acumen: Strong business/financial knowledge; understands and contributes to client’s strategy and business direction through learning solutions and advice; knows and leverages industry best-practices and trends.
Forward Thinker: Maintaining a future ready mindset. The ability to evaluate, follow and lead future-ready learning trends and directions within the organization. Including fostering a culture of critical thinking, continuous improvement and Future-ready preparedness.
Execution Effectiveness: Proactive with setting timelines and identifying opportunities; understands how to mobilize the right partners and resources; maintains focus on overall learning strategy and broad impacts while spending his/her time and the time of others on what’s important; quickly zeroes in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goals; eliminates roadblocks; creates focus.
Presentation / Communication Skills: Demonstrates comfort presenting to all levels; easily adapts message; role model to others; excellent writing skills; organizes material for brevity, persuasiveness and impact; coaches and develops others.
KeyCorp is an Equal Opportunity and Affirmative Action Employer committed to engaging a diverse workforce and sustaining an inclusive culture. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.