Pay Grade/Pay Range: Minimum: $83,500 - Midpoint: $112,700 (Salaried E13)
Department/Organization: 506121 - HR Learning & Development
Normal Work Schedule: Monday - Friday 8:00am to 5:00pm
Job Summary: The Manager of HR Professional Development designs and oversees a professional development framework that supports learning and growth for the University workforce. Develops and implements a strategic plan for campus wide learning and development. Maintains a comprehensive training curriculum that meets the needs of a large workforce comprised of a wide variety of roles, including technical and soft-skill learning opportunities. Leads and oversees the adoption of new technologies related to effective content delivery, including oversight of the campus wide learning management system (LMS). Tracks, measures, and assesses the effectiveness of learning and development opportunities, identifying gaps and areas for improvement.
Additional Department Summary: Serves as key leader of a "center of excellence" within central human resources as part of the imbedded HR business partner model. Reports directly to the Executive Director of Employee Relations and Development. Provides direct supervision of a team of professional development and support staff positions. Manages the learning and development budget, ensuring funds are used in an appropriate and effective manner.
Required Minimum Qualifications: Bachelor's degree and six (6) years of creating and facilitating training, instructional design, and/or LMS administration experience; OR master's degree and four (4) years of creating and facilitating training, instructional design, and/or LMS administration experience.
Skills and Knowledge: Ability to design and implement professional development programs and experiences that support employee growth and organizational capability. Ability to develop and coordinate programs that strengthen leadership effectiveness, supervisory skills, coaching, and employee development. Ability to foster a culture of continuous learning through communication, engagement strategies, and development opportunities. Ability to facilitate workshops, development sessions, and learning events with confidence and professionalism. Ability to manage multiple learning initiatives, priorities, and timelines while ensuring successful execution. Ability to analyze participation, engagement, and effectiveness data to assess learning outcomes and drive improvement. Strong verbal and written communication skills with the ability to translate complex concepts into practical learning solutions. Ability to identify emerging learning needs and develop creative approaches to employee development. Ability to lead and manage a team, ensuring appropriate delegation of work and meeting deadlines.
Preferred Qualifications: Graduate degree in organizational development, education, MBA, or an appropriate discipline. Ten (10) years of experience creating and facilitating training, instructional design, and/or LMS administration. Experience managing Learning Management Systems (LMS) or e-learning tools (Docebo, Cornerstone, Blackboard, Canvas, etc.). Experience with e-learning authoring tools (Articulate, Captivate, Camtasia, etc.). Broad knowledge of training evaluation models (Kirkpatrick, etc.). Advanced data collection and analysis skills related to training outcomes. Certified Professional in Talent Development (CPTD). Society for Human Resource Management Senior Certified Professional (SHRM-SCP). Senior Professional in Human Resources (SPHR) certification. Project Management Professional (PMP) certification.
Background Investigation Statement: Prior to hiring, the final candidate(s) must successfully pass a pre-employment background investigation and information obtained from social media and other internet sources. A prior conviction reported as a result of the background investigation DOES NOT automatically disqualify a candidate from consideration for this position. A candidate with a prior conviction or negative behavioral red flags will receive an individualized review of the prior conviction or negative behavioral red flags before a hiring decision is made.