The Director, Talent Development has responsibility for the strategic and tactical talent development agenda along with needs assessment and gap analysis for the organization – collaborating with the HR team and business leaders to design, implement and roll out programs, and processes, with measurable results related to: talent (leader & employee) development, service and collaboration, culture change, engagement and retention, networking, learning and development, career growth and performance management.
Reporting to the CHRO, this role will have significant impact on reinforcing a performance driven, results-oriented culture and will be a key stakeholder in moving the organization toward a collaboration, service, and learning culture through skills enhancement. We are seeking a leader who is a highly effective, influential change agent, with a passion for innovation and creativity in designing and implementing solutions that develop talent and increase organizational performance, Successful applicants will thrive in a fast-paced environment, with regular and consistent deliverables driving measurable impact in short period of time.
The Director will help provide oversight for talent development resources which may consist of instructional designers, trainers, facilitators and will partner with the greater Talent Management and HR teams in executing on the strategy.
Through needs assessment and gap analysis efforts, identifies key organizational capability requirements and integrates them into short and long-term L&D strategies that are aligned with the overall organizational strategy.
Create, deliver and measure learning and development strategies. Conduct talent assessments, develop tools and effectiveness analytics. Design and deliver learning curriculum.
Utilization of the Workday Talent Development function
Identify root cause of behavioral and leadership gaps and create/implement L&D solutions /Individual Development Plans to address the need, especially as it relates to service and collaboration.
Develop and maintain a complete understanding of the competitive marketplace, best practices, and emerging trends for learning and development strategies and activities. Analyze and apply this information in the development and execution of strategies and determine what is needed to transform formal and informal learning into a performance advantage for the organization.
Assess, select, and implement programs as appropriate ranging from design, facilitation (instructor-led, eLearning, multimedia) to execution (internal, external, train-the-trainer) to evaluation, ensuring learning and development is delivered with the highest impact and in the most cost-effective and efficient manner. This includes actually designing, writing and delivering content.
Understand and embrace the use of technology to drive learning, including the use of mobile learning, micro learning, social learning, blended learning, video-based learning, learning management systems and gamification.
Work closely with key leaders and team members to design, pilot and embed L&D programs based on needs and optimal solutions.
Collaborate with leadership across the organization to design effective new hire onboarding and orientations, training, development opportunities, competency enhancement, career growth, and knowledge transfer. This position is owner of New Hire Orientation program and related manager and employee toolkits.
Work with new employees to develop targeted development plans. In conjunction with the new employee's leader and Human Resources Business Partner, identify development opportunities to ensure success and advance capability.
Design and execute leadership development curriculum with a focus on building a pipeline of leadership talent. Design and execute new manager development curriculum to prepare new and experienced managers.
Develop and implement networking programs to develop talent.
Influences organizational decision-making with the use of relevant, value-added metrics.
Participates in the design and implementation of integrated talent development solutions including, individual development planning, talent reviews, succession planning, and leadership development.
Leads and develops results-driven performance management tools and processes that integrate with the organization’s values and core competencies.
Responsible for annual programs and all aspects of delivery for leadership development, and meetings and class-based cohorts.
7 - 10+ years of experience leading, creating, and facilitating leadership, change management, learning, performance support, career and talent development, instructional design, learning systems, business transformation and organizational development processes.
Bachelor's degree preferred
Experience in the Wealth Management or Financial Services Industry or other high customer touch businesses.