Vice President of Learning and Development

The Vice President of Talent Development will report to the CHRO and is responsible and accountable for designing and overseeing the strategic development and implementation of all talent management and learning initiatives, including employee coaching and training, leadership development programs, career progression pathways, and performance management systems with the goal of developing and retaining high-performing employees aligned with Ashley’s Core & Growth Values, its strategic objectives, and its mission to ensure a culture of continuous learning, improvement, and growth.

Ashley’s Core & Growth Values

• Ensure the strategic development, alignment and integration of the organization’s Core & Growth Values as a foundation to the organization’s overall strategic initiatives.
• Ensure integration into the organization’s recruitment, orientation, on-boarding, learning and development, performance management, leadership assessment and succession planning processes.

Strategic Talent Management

• Develop and execute a comprehensive talent management strategy to identify, develop, and retain top talent across the organization.
• Conduct workforce analyses to identify current and future skills needs, aligning talent development initiatives with strategic business goals.
• Design and implement succession planning processes to ensure critical roles are adequately staffed and talent identified for future needs.

Leadership Development

• Develop leadership programs for emerging leaders through executive leadership in the areas of business knowledge, continuous improvement, as well as team, organizational and industry leadership.
• Develop and deploy Management-in-Training programs for core areas in the organization that anticipate high growth.
• Develop, brand and oversee Ashley’s Leadership Institute – Wanek School of Leadership.

Performance Management

• Establish a robust performance management system to measure employee performance, provide regular feedback, and areas of continuous improvement.
• Coach and mentor leaders to enhance their leadership capabilities.

Global Education

• Develop global unified new-hire orientation programs for manufacturing, distribution, transportation, retail and professional positions.
• Assess, design and develop job specific training for all positions within the organization.
• Establish continual education for all employees and build a learning library that supports all leaders in the organization in working on the development of their people and teams.
• Analyze and develop supervisory education for all emerging supervision within the organization.
• Oversee the organization’s tuition reimbursement program.

Technical Education

• Work in conjunction with engineering, merchandising, marketing, design, HR, IT and Finance in the development of advanced certification programs for key technical positions.
• Learning Management Systems – Provide centralized oversight, including regulation documentation and auditing.
• ELearning and Instructional Approach – Provide centralized oversight, including approaches to eLearning design and development, content object management, style guide best practices and staying abreast of development for multiple operating systems and platforms (ie; mobile, tablet).

Additional Responsibilities:

• Make employment decisions and/or recommendations on hiring, improvement plans, transfers, promotions, corrective actions, terminations, pay adjustments, etc.
• Coordinate and manage the work of employees by directing members of the team to meet the area’s goals.
• Audit regularly to ensure standard operating procedures are being adhered to.
• Manage employee performance and assist employees in making improvements to their performance through coaching, mentoring and administering performance reviews.
• Recommend, plan and/or implement employee training and skill development activities.
• Audit, maintain and ensure employee time-keeping and absentee records are accurate.
• Communicate company and departmental issues and goals and facilitate employee growth and development through weekly team meetings, regular individual employee meetings, coaching, training, and company-offered learning opportunities.
• Manage resources to optimize equipment, facilities, employees, methods and materials.
• Demonstrate the company’s Core & Growth Values in the performance of all job functions.

Education:

• Undergraduate Degree, Required
• Graduate Degree, Desired
• Bachelor’s or Graduate Degree in Organization Development or related field preferred

Experience:

• 15 years of proven experience successfully leading talent management, leadership development, and training program design and implementation
• Large, multi-function as well as cross geographic organizations
• Human Performance Improvement and associated Learning and Development practices

Licenses or Certifications:

• Certified Training Facilitator or Coach, preferred
• Six Sigma, Lean Certification or Organizational Development Certification, preferred

Knowledge, Skills and Abilities:

• Strategic Planning Models
• Leadership and Organizational Development, best practices and assessment tools
• Work process improvement
• Culture and change management
• Instructional design, development and delivery
• Strategic planning and execution through various functions
• Demonstrated leadership and collaboration through various global operations
• Dealing with dealer and retail customers
• Excellent verbal and written communications.
• Demonstrated facilitation and coaching skills
• Effective time management and organizational skills
• Work independently as well as in a team environment
• Analytical and problem-solving skills
• Maintain confidentiality
• Working knowledge of Continuous Improvement, Lean, Six Sigma
• Handle multiple projects simultaneously within established time constraints
• Proficient computer skills, including experience with Microsoft Office Suite, internet
• Perform under strong demands in a fast-paced environment
• Display empathy, understanding and patience with employees and external customers
• Respond professionally in situations with difficult employee/vendor/customer issues or inquires

Schedule Expectations:

• Frequent Domestic and opportunity for International Travel
• Flexible and willing to work extended hours when necessary to meet the needs of the business