OVERVIEW:
The Human Resources and Organizational Development division serves the staff who serve the constituents of the Museum. The Director of Training and Professional Development is responsible for the training and development of all museum staff, volunteers, and interns. The professional development needs of staff are met through a combination of in-house trainings (curriculum written and/or delivered by the Training Director or another Museum staff member), outsourced vendor training, and departmental on-the-job training. All new staff attend a core base of training classes and then a customized training path is created to fit each position.
The Children's Museum is fiercely devoted to our Diversity, Equity, Accessibility, and Inclusion (DEAI) efforts. We cannot transform the lives of children and families unless we embrace all families. Together we are building and sustaining an inclusive culture that encourages, supports, and celebrates differences.
The Director of Training and Professional Development also serves as the lead for the Museum's Diversity, Equity, Accessibility, and Inclusion (DEAI) Task Force by coordinating the work and serving as a liaison between the Task Force and other staff.
This internship may be customized to the current needs of the organization and the department in conjunction with the skills and abilities of the individual candidate.
Intern projects may include:

• Assisting with the implementation of a grant-funded project focused on improving and strengthening staff training and staff access to professional development opportunities. Project work includes the following:
  
  • Assisting with the creation and roll-out of onboarding training tracks for all staff
  • Developing content for new staff orientation video modules; and

Helping to conduct research on and coordinate logistics for the hiring manager/supervisor training.

• Book Studies- create a record of past book studies; research opportunities for potential 2025 book studies & identify associated resources.
• DEAI Task Force- support small group work, update/add to observances calendar, conduct GDEIB (Global Diversity, Equity and Inclusion Benchmarks) related interviews with staff, assist with focus groups- take notes and create summary reports.
• L & D- assist with preparing for 2025 training & PD opportunities, including conducting research, identifying outside facilitators & creating a communications plan; support for exhibit training development & implementation.

Qualifications:

• Sophomore, junior, or senior at the college level.
• Self-motivated and have a demonstrated ability to work independently.
• Good interpersonal skills and a willingness to meet with and gather information from staff outside of the Human Resources department.
• Proficient use of Microsoft 365, along with a high level of comfort using technology and social media to conduct research. Experience using a learning management system is preferred, but not required

Areas of Study/Interest:
This opportunity is open to anyone with an interest in any of the projects listed above. The experience gained can complement a variety of fields of study and experiences. If you are interested in human resources, teaching, coaching, communications, research, management, leadership, organizational development, training, and/or learning about museum operations, this is the perfect opportunity for you.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)