Position Purpose The Learning & Development Lead partners with business leaders and stakeholders to identify capability and performance needs and develop learning strategies that build employee skill & capability and support business outcomes. The L&D Lead serves as a learning and performance consultant for assigned functions and leads learning initiatives from needs analysis and solution strategy through implementation, evaluation, and continuous improvement.
Responsibilities Performance & Capability Consulting: - Partner with business leaders, People Business Partners, and other stakeholders to understand business priorities, performance challenges, and current and future capability needs.
- Conduct needs and performance analyses to identify capability gaps, determine root causes, and clarify desired performance outcomes.
- Determine when learning is an appropriate intervention and identify opportunities where non-learning solutions may better address performance needs.
- Serve as a trusted learning and performance consultant to assigned functions, providing recommendations and guidance based on business needs, learner needs, and L&D best practices.
- Proactively identify emerging capability needs and opportunities to support business performance through employee development.
- Translate identified performance and capability needs into learning strategies and solutions aligned with business objectives.
- Define target audiences, desired behaviors, learning objectives, application expectations, and measures of success for learning initiatives.
- Determine appropriate learning approaches and modalities based on the performance need, learner population, business environment, available resources, and desired outcomes.
- Recommend appropriate build, buy, or partner approaches and evaluate internal and external learning solutions when applicable.
- Partner with Learning Experience Design, Learning Operations, subject matter experts, facilitators, and external partners to translate learning strategies into effective learning experiences.
- Ensure learning solutions support practical application and transfer of learning to the workplace.
Learning Program Leadership: - Lead assigned learning initiatives from discovery and needs analysis through solution development, implementation, evaluation, and continuous improvement.
- Establish program scope, objectives, success measures, project plans, milestones, stakeholder responsibilities, and implementation requirements.
- Coordinate cross-functional project teams, including Learning & Development team members, subject matter experts, business stakeholders, facilitators, and external partners.
- Manage multiple learning initiatives simultaneously, proactively identifying and addressing risks, dependencies, resource needs, and barriers to successful implementation.
- Maintain stakeholder alignment throughout the lifecycle of learning initiatives and communicate progress, decisions, risks, and outcomes to appropriate audiences.
- Ensure learning initiatives are implemented effectively and consistently across applicable functions, locations, and learner populations.
- Support the ongoing sustainability of learning programs by establishing appropriate reinforcement, manager support, follow-up, and continuous improvement strategies.
Business Partnership & Collaboration: - Develop strong working relationships with leaders and stakeholders within assigned business areas to understand their strategy, workforce, priorities, and evolving capability needs.
- Collaborate with People Business Partners and other People Team functions to align learning initiatives with broader talent, organizational, and business priorities.
- Partner with subject matter experts to capture organizational knowledge and translate expertise into scalable learning and performance solutions.
- Advise stakeholders on effective approaches to employee development and help set realistic expectations regarding what learning can and cannot solve.
- Influence stakeholders toward solutions that balance business needs, learner experience, scalability, available resources, and learning effectiveness.
- Connect learning needs and initiatives across functions and regions when opportunities exist to create shared, scalable solutions.
Assessment, Measurement & Continuous Improvement: - In partnership with business stakeholders and Global L&D leadership, establish key performance indicators (KPIs) and measures of success for learning initiatives.
- Define appropriate evaluation approaches to measure learner experience, knowledge or skill acquisition, application, behavior change, and business impact when applicable.
- Analyze learning data, learner feedback, stakeholder input, and relevant business performance measures to evaluate the effectiveness and impact of learning initiatives.
- Translate learning and performance data into meaningful insights and recommendations for business stakeholders and Global L&D leadership.
- Identify opportunities to improve, expand, modify, or retire learning solutions based on effectiveness, changing business needs, and learner outcomes.
- Use evaluation findings and lessons learned to continuously improve learning strategies, programs, and L&D practices.
Facilitation & Learning Delivery: - Facilitate instructor-led, virtual, and blended learning experiences for employees and leaders, as appropriate.
- Create engaging and inclusive learning environments that encourage participation, practice, reflection, and application.
- Adapt facilitation approaches based on audience needs, experience levels, learning objectives, and business context.
- Facilitate workshops, working sessions, and other collaborative experiences designed to build capability and support performance improvement.
- Partner with subject matter experts and internal facilitators to prepare them for effective delivery of learning experiences.
- Provide coaching, feedback, and resources to internal facilitators to support consistent and effective learning delivery.
- Gather insights through facilitation and learner interaction to inform ongoing improvements to learning experiences and broader capability strategies.
To perform this position successfully, each essential responsibility/accountability must be fulfilled satisfactorily. Reasonable accommodations may be made to enable an individual with disabilities to perform the responsibilities and accountabilities outlined above.
Other duties may be assigned to meet business needs.
Minimum Qualifications - High School/GED and 4+ years relevant experience in Learning & Development, or 4+ years relevant professional experience
- Bachelor's Degree is preferred.
- Strong organizational skills with the ability to prioritize tasks and meet deadlines in a fast-paced and agile environment.
- Excellent project management skills and the ability to manage multiple initiatives simultaneously.
- Excellent communication and interpersonal skills, with the ability to influence at multiple levels of the organization.
TAIT Benefits:- Competitive medical, dental, and vision insurance plans
- Health Savings Account (HSA) with employer contributions (HDHP plans)
- Flexible Spending Accounts (Medical & Dependent Care)
- Employer-paid life insurance with optional supplemental coverage
- Employer-paid Short-term with optional long-term disability insurance
- 401(k) retirement plan with company match
- Paid parental leave
- Employee Assistance Program (EAP)
- Wellness stipends
- Voluntary benefits (e.g., accident, critical illness)
- Paid vacation and 12 holidays
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