Role: |
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Reporting to the VP of Human Resources, the Learning & Development Manager will lead the Learning & Development Team to support strategic initiatives and will play a key role in promoting a culture of continuous learning throughout the organization. The role is responsible for ensuring effective and responsive delivery of services to Senior Management, managers, and employees. The Learning & Development Manager serves as a strategic partner and thought leader in learning and talent development to identify, develop and execute key talent and succession initiatives and leadership development initiatives, focusing on strengthening the alignment between business priorities and organization strategy (structure, processes, systems, culture). |
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Essential Functions & Responsibilities: |
| E | 35% | Serves as a strategic partner for learning and development. Identifies training and development needs by analyzing strategic and departmental goals, objectives, job requirements, and performance metrics as determined by management. Provides appropriate solutions for training, development, and other learning initiatives, which may include: course content, resource allocation, implementation criteria. Evaluates effectiveness of training, development, and other learning initiatives using various measurement methods. |
| E | 30% | Serves as key resource for Projects Committee, coordinating the successful on-time completion of large-scale training, development and other learning initiatives in conjunction with project team members, including SMEs, stakeholders, and business partners. |
| E | 15% | Assists VP of Human Resources with oversight of Leadership Development initiatives. Provides background research and thought leadership to design company leadership programs and curriculum that support the organization’s competency model. Establishes and communicates leadership and manager training strategy, availability, and content. Manages the Leadership Development programs at all levels of the organization. Evaluates success and continues to monitor new skills needs and adapt content and delivery methods. |
| E | 10% | Assists VP of Human Resources with oversight of a Talent & Succession Management Program. Develops and implements training, learning initiatives, and processes that support career progression and succession planning and objectives aligned with HR Strategy and organizational strategies of the credit union. |
| E | 5% | Researches new trends in training, development, and sales and service, and recommends program changes that will help achieve strategic and departmental goals and objectives. |
| N | 5% | Performs all other duties as assigned by supervisor |
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Performance Measurements: |
| 1. | Performs duties and responsibilities in a timely and professional manner. |
| 2. | Demonstrates excellent communication and presentation skills. |
| 3. | Demonstrates exceptional skills in training design and delivery. |
| 4. | Collaborates with various leadership stakeholders to steer overall talent development strategies |
| 5. | Communicates with VP Human Resources to advise on problems and issues impacting credit union training. |
| 6. | Demonstrates an understanding of, and follows the requirements of all regulation compliance, including but not limited to those of Bank Secrecy Act (BSA), Anti-Money Laundering (AML), Office of Foreign Assets Control (OFAC), Customer Identification Program (CIP) and Member Due Diligence (MDD) as it specifically relates to their job functions. Employee shall be trained annually in BSA/AML compliance. |
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Knowledge and Skills: |
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Experience | Five years to eight years of similar or related experience identifying, designing, and implementing training programs and supporting the learning and development function at a manager level or similar senior level position. Experience managing the integration and maintenance of Sales and Service programs and initiatives. Experience within Learning and Organizational Development. |
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Education | Equivalent to a college degree (BS or BA in a relevant field). |
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Interpersonal Skills | A significant level of trust and diplomacy is required, in addition to normal courtesy and tact. Work involves extensive personal contact with others and is usually of a personal or sensitive nature. Work may involve motivating, influencing or training others. Outside contacts become important and fostering sound relationships with other entities (companies and/or individuals) becomes necessary and often requires the ability to influence and/or sell ideas or services to others. |
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Other Skills | Advanced communication and presentation skills required. Demonstrates mastery in training design and delivery. Advanced computer skills needed, including MS Office Applications and training content creation software. |
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Physical Requirements | While performing the duties of this job, the employee is regularly required to use hands or fingers, handle or feel; reach with hands and arms; talk and hear. The employee frequently is required to stand, walk, and sit. Specific vision abilities required of this job include close vision and ability to adjust focus. |
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Work Environment | Work is performed indoors with some potential for exposure to safety and health hazards related to electronics work. May require periodic travel. There is exposure to potentially hazardous conditions such as robbery. Employees are to receive detailed instructions and procedures to follow in order to minimize risk.
In accordance with the American with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.
Job descriptions are not intended and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law. |
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This Job Description is not a complete statement of all duties and responsibilities comprising the position. |
