Purpose of the Director, Talent & Leadership Development Position: Responsible for development, facilitating, and measuring the impact of professional and management/leadership learning programs that support the organizational priorities and enhance individual and team development. Responsible for improving organizational and leadership effectiveness and building workforce capabilities to improve business performance. Provides leadership and direction to the staff. Promote a culture of continuous learning while providing developmental experiences that enable the effective implementation of the company mission, vision, and strategy by supporting both corporate functions and regional business needs.
Essential Duties of Position:
- Fully own the mission, goals, operations, and results of the department.
- Provide strong leadership to the VP’s direct and indirect reports.
- This leadership includes generating enthusiasm and shared commitment; identifying and setting new directions; teaching, growing, and empowering; owning outcomes; and leading by example.
- Specific leadership duties include:
Establishing the vision and tone for the department, consistent with company culture and mission;
Establishing clear goals and performance expectations.
Hiring individuals who can accomplish those goals and meet those expectations, and providing them the open communications, training, tools, and mentoring they need to be successful and develop professionally, and a development path commensurate with capabilities and potential.
Providing clear and accurate feedback to individuals and teams on a timely and consistent basis. Identifying and addressing performance problems early and effectively before they damage GCI’s interests and demoralize other employees.
These processes include annual performance reviews, compensation adjustments, promotions, demotions, transfers, and disciplinary actions up to and including termination.
- This position encompasses five key areas of responsibility in service of the company’s reputation and strategic priorities: Strategic communications planning. Corporate communications.
- Community outreach. Corporate social responsibility (“CSR”). Profile initiatives and projectsResponsible for facilitating a wide variety of formal and informal learning solutions for professional and management/leadership programs up to and including senior-level executives that are consistent with the organization’s employee development strategy.
- Identifies the developmental needs of the workforce guided by individual opportunities for growth, corporate strategy, and the needs of individual departments.
- Provides a variety of current and innovative ways for people to learn; including self-directed, experiential, virtual, and formal classroom delivery of content.
- Responsible for the recommendation, development, and implementation for long term learning solutions and content for new learning and development programs.
- Designs curriculum and related learning experiences, as well as supporting materials.
- Responsible for the development of short and long term training plans and schedules to meet the professional and management/leadership needs and growth of all levels in the organization.
- Provides organizational development consultation to help working teams be more effective by addressing issues related to structure, culture, process or individual performance.
- Evaluate learning program results and reports on metrics (ROI) to assess the overall effectiveness of learning and development initiatives.
- Evaluates and provides feedback on course material and presentations.
Responsible for hiring, leading, developing and managing the performance by those reporting to this position; establishes and communicates clear performance expectations, makes recommendations for salary increases.
Provide timely annual performance reviews to all direct reports, and ensure that all employees within the department receive annual performance reviews on time.
Responsible for team results and recommends and /or approves promotions, demotions, transfers or disciplinary actions up to and including termination.
Maintains union free workforce through effective communication and regular feedback to employees regarding their performance against expectations, and use of effective performance recognition of groups involved.
Knowledge, Skills and Abilities:
- Demonstrated ability to assess organizational and departmental development needs and translate them into practical learning and development solutions that have measurable impact on behaviors and outcomes.
- Highly proficient in transforming knowledge of adult learning principles, curriculum and instructional design, and performance improvement methodologies into successful change outcomes that yields measurable organizational results.
- Expert level of training, facilitation and internal consulting skills up through senior executive level.
- Proven ability to establish credibility as an instructor, create an energetic and supportive learning climate, encourage participation, deliver constructive feedback and ensure learning that continues.
- Advanced interpersonal and relationship management skills as demonstrated by the ability to influence others and build collaborative relationships both within the team and across the organization with individuals at all levels, as well as outside vendors
- Demonstrated experience in using multiple instructional design options and learning methodologies (e.g. classroom, online, blended, distance learning methods) to create innovative solutions.
- Strong project management and prioritization skills with ability to meet deadlines consistently.
- Skilled in handling multiple competing priorities and duties in a fast-paced, rapidly changing environment with minimal daily oversight.
- Excellent presentation, oral and written communication skills.
- Strong knowledge of PC desktop packages (preferably Microsoft Office).
Required experience for the Dir., Talent & Leadership Development:
Minimum of twelve (12) years progressive experience in training and/or organizational development, focused on professional skills and management/leadership development to include: a minimum six (6) years in a corporate environment a minimum of six (6) years of classroom facilitation experience, two (2) of which should be at a mid to senior executive level.
In addition, should include five (5) years in a corporate managerial role.
- High school diploma or equivalent. Bachelor’s degree in human resources, education, organizational development, business administration or related field required.
- Relevant Master’s Degree may substitute for professional experience on a year for year basis.
- Industry specific certifications are highly valued and can contribute toward education.
- Preferred: Professional course certification(s) in instructional design, training, facilitation, self-assessment and 360 tools.
Position reports to: Senior Director, Training & Development
Number of Direct Reports (if applicable): One (1) or more