Director, Talent Development

Director of Talent Development

Lead the strategy and vision for learning and development across the credit union. As the Director of Learning & Development, you'll design and deliver innovative programs that develop leaders, strengthen employee skills, and foster a culture of continuous learning, collaboration, and high performance.

You'll oversee organizational learning, leadership development, technical training, coaching, change management, and compliance education while leading a team of learning professionals. By partnering with leaders across the organization, you'll help prepare our workforce for future challenges and drive employee growth that supports our mission and long-term success.

This role champions the WSECU Brand Promise while ensuring compliance with all applicable regulations, including the Bank Secrecy Act.

Your day might include:

Leadership

• Providing direct leadership oversight for the Learning and Development Manager and indirect oversight for the full L&D team.
• Partnering with cross-functional talent development professionals to foster a culture of innovation, ownership, and continuous improvement.
• Serving as a thought partner to People & Culture Services and business leaders by providing insights and recommendations on performance, talent, and closing gaps in business outcomes.
• Cultivating and building relationships at all levels that result in trust and credibility as a collaborative service partner.

Program

• Executing a learning and talent strategy that meets business needs from new employee orientation through the employee career lifecycle.
• Developing efficient and effective governance for WSECU's training systems and programs, resulting in clear roles, responsibilities, and measurable business outcomes.
• Using data and analytics to identify talent development gaps and needs, measure program effectiveness and training team performance, and inform decision-making (e.g., employee surveys).
• Delivering measurable learning program outcomes that meet business needs.
• Identifying, evaluating, and managing vendors to support training and education.
• Managing the training team budget.
• Providing governance oversight for the organization's training investments and spending while collaborating with the VP of PCS, VP of OD, and VP of Finance and Accounting to develop governance, measurement, and reporting.

Training Function

• Designing and developing leadership and coaching development programs.
• Providing oversight for New Employee Orientation, Leader Orientation, Leadership U, Change Management, and Leadership Development programs for all levels of people leadership.
• Implementing a coaching program that prepares and certifies others to deliver training content (e.g., DEI, Change, Leadership).
• Coaching VP- and Director-level leaders to develop leadership capabilities throughout their career lifecycle.
• Collecting and analyzing data to develop recommendations that improve leadership coaching effectiveness.
• Evaluating leadership training programs and providing recommendations and status reports to the VP of Organizational Development & Learning.

Innovation and Change

• Remaining current on emerging learning trends, systems, and talent development practices to introduce innovative and proven approaches across the organization.
• Partnering with key stakeholders and change management practitioners to develop effective change management and training plans.
• Suggesting ideas and improvements that save time, reduce costs, or increase organizational or team revenue.
• Accepting and adapting to changing organizational priorities.
• Evaluating and analyzing the impact of implemented opportunities and improvements.

Professional Development

• Continually seeking opportunities to enhance professional skills and achieve position and career development goals.
• Staying current on emerging trends and technologies related to instructional design and facilitation.
• Excelling at accepting and providing feedback to leaders, direct reports, and peers.
• Performing other duties as assigned.

What you bring to the team:

• Bachelor’s degree in training/development, Human Resources, Organizational Development, Organizational Psychology, Business or related field
  • Relevant experience may be substitute, year for year, for academic achievement
• Four (4) years in a leadership role with responsibility for direct supervision of leaders
• A combination of Seven (7) years’ practical experience in designing, developing and scaling adult training and leadership development programs including measuring effectiveness
• Three (3) years’ practical experience in consulting or partnering with leaders to implement change or overcome opportunities in their business units
• Five (5) years of practical experience using adult learning theory, instructional design and evaluations
• Two (2) years minimum of demonstrated administrative experience with learning management systems
• One (1) year of experience using training development tools, such as Articulate, Captivate, or similar platforms. (Articulate, Captivate, Canva, Digital audio and video editing software, etc.)
• Knowledge of industry education trends and best practices
• A high degree of cultural competence, critical thinking and logical reasoning

Bonus Points if you have:

• Two (2) years of Change Management in any combination of creating/delivering change training, creating change plans, and/or managing change efforts or a certified Change Practitioner
• Storyline, Storyline 360 or Adobe Captivate authoring tool experience
• Experience in the financial services or fintech sector
• Certifications in any of the following areas:
  • Prosci Change Management
  • DEI trained facilitator
  • Leadership Development Training
• Cornerstone Learning Management system experience
• Demonstrated experience delivering training and/or coaching to executive level audiences (Chief, Senior VP, VP)
• Experience delivering Diversity, Equity and Inclusion training courses and/or programs
• Master’s degree in training/development or organizational development/behavior

Competitive base pay: $155,268.65 -$232,902.98 annually, dependent on relevant qualifications, plus an annual discretionary incentive plan and benefits package

• The target starting pay for this position is $155,268.65- $194,085.81 annually, typically within the first half of the range. Actual offers will be based on individual qualifications relevant to the role and will not take an applicant’s pay history into account.
• The range above allows our employees room for growth through annual merit and other pay increase during their tenure in the position.
  

Where we’re located: 330 Union Ave, Olympia WA. Employee must reside and perform all work in the state of Washington. This is a hybrid position that blends working in-office and from home. Works onsite in Olympia Headquarters at least two (2) occasions per week, Wednesdays and one other day per week, with flexibility to report onsite more often for business needs.

Working from home/hybrid requirements: 

• Reliable, high-speed home internet connection
• Private, confidential workspace, away from distractions and other people
• Suitable desk/surface and desk chair

When you’d work: Monday through Friday 8:30 am to 5:30 pm, full-time minimum 40 hours per week, with scheduling flexibility to meet service needs for this exempt position.  

Perks: Here are a few benefits and perks we offer:

• Medical, Dental, Vision, and Life Insurance with Premiums options covered by WSECU
• Full-Time Regular employees accrue general leave and sick leave, on a monthly basis
• Part-Time employees accrue general leave, on a monthly basis
• 11 Paid Holidays
• Employer paid Long Term Disability & Long-Term Care plan for Full-Time employees
• Employer paid Long Term Care plan for Part-Time employees
• 401(K) with 8.5% Contribution by WSECU to begin 1st quarter after 1 year of service
• Paid Volunteer Leave
• Tuition Assistance
• Employee Assistance Program & Employee Discounts
• And, you get to work with some awesome people!

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