Sr Mgr, Learning and Talent

Avolta - Bethesda, MD

Full-time - Senior

Remote - Bethesda, MD

General Merchandise Retailers

About the position

The purpose of the Senior Manager, Learning and Talent Management position is to execute the organization's L&D and talent management strategies for North America, with a focus on analyzing, developing, and delivering learning solutions and talent programs that attract and retain high quality talent, drive engagement and organizational performance. This position also supports the organization's diversity, cultural and change management initiatives.

Responsibilities

• Partners with internal clients and key stakeholders to identify targeted and scalable learning and performance improvement needs; recommends best-fit learning solution (instructor-led courses, e-learning courses, discussion guides for managers, self-study materials, etc.) and learning objectives based on needs assessment
• Proactively works with subject matter experts to create developmental and functional learning journeys, programs, and talent management materials and solutions (including participant guides, facilitator guides, job aids, videos, handouts, presentation slides, etc.)
• Effectively utilizes software (Storyline, Camtasia, Captivate, and Elucidate) to build e-learning courses that are SCORM and AICC compliant; applies sound principles of instructional design, learner engagement, design thinking, and adult learning theory to all designs
• Evaluates training, development, and talent management program effectiveness and impact on the learners' experience; makes improvement recommendations to ensure manager/leader programs and other learning solutions and interventions are adopted and achieving desired results and ROI
• Develops the desired coaching culture and focus on engagement as a business strategy by identifying, designing, and developing high impact and sustainable learning interventions and engagement resources
• Partners with Director to create, implement, and facilitate leadership onboarding, development, and talent review programs for executives, Operations, and business leaders throughout the organization
• Manages and develops resources and executes on plans to enhance the employee experience and well-being, while fostering and encouraging a diverse, equitable, inclusive, and values driven organizational culture
• Uses structured and effective change management methodology and strategies to assess change, help reduce team member and leader change fatigue, and improve engagement and adoption of regional programs and initiatives

Requirements

• Education and Experience: The combination of education and professional experience must total at least 6 years.
• In a leadership role: Requires 2 years of experience directly influencing and/or supervising a team of L&D or Operations professionals engaged in executing talent programs in a fast paced, changing environment.
• In a technical role: Requires 6-8 years of L&D and Operations experience engaged in developing and delivering high impact learning programs using L&D theories, frameworks, and trends.
• A bachelor's degree in a program related to the functional area can count for 3 of the 6-year requirement.
• An MBA or a master's level degree in a program related to the functional area can count for an additional 2 years of 6-year requirement.
• In the industry: 3-5 years Hospitality, F&B and/or Retail experience.
• Specialized Training: Training that leads to an in-depth understanding of the Learning & Development, talent management, and instructional design areas, particularly focused on engagement and coaching cultures.
• Training and experience using learning authoring tools (Camtasia, Articulate Storyline and Rise, Canva, Vyond, Elucidate, PowerPoint, etc.)

Nice-to-haves

• Strong skills in assessing, designing, developing and implementing learning resources, programs and pathways.
• Strong analytical skills and the ability to use data to assess the effectiveness of learning initiatives and make data-driven recommendations to maximize the business impact of learning.
• Advanced presentation and facilitation skills (from concept through development), as well as the ability to conduct train the trainer sessions both in person and virtual.
• The ability to influence at all levels of the organization; create clarity, alignment, and continuity of talent programs and strategies across the business.
• Business acumen and the mindset required to understand the long-term implications of L&D and talent management planning required to advance the organizations goals.
• Demonstrated history of understanding the needs of the business, stakeholders, the employee population, and individual circumstances to create efficiencies, remove barriers and identify business solutions that will enhance manager effectiveness and contribute to better business outcomes.
• Demonstrated history of creating and maintaining positive work environments through coaching, developing, and influencing teams to achieve common goals.