Responsibilities include:
· Develop and execute on enterprise employee development strategy for the company, including engaging and aligning key stakeholders, leading an advisory board of subject matter experts, researching & applying external best practices and evolving thinking, identifying key metrics, etc. Positions the IDP as foundational to talent development. Includes the evolution of Talent Management web-based programs. Identify integration points and opportunities to further employee development across the enterprise; represent and engage broadly and directly with leaders and stakeholders to further the focus on development.
· Develop and execute on implementation plan, including process, technology,
communications, marketing, change management, and engagement tactics. Includes vendor and program observation and assessment.
· Identify, engage, select, and manage external vendors and consultants to deliver programs where appropriate; create business requirements, manage vendor consultation, and ensure vendor selection aligns with enterprise approach to development and creates an integrated suite of programs.
· Act as the business owner for technology and process requirements, as well as for any content or collateral.
· Lead a Learning Leaders community across the enterprise to drive holistic approach to development that achieves economies of scale in target areas and delvers measurable results in enterprise talent development in target areas. Consult with individual businesses and / or leaders to influence adoption and further develop employees and leaders.
· Act as the backup for the curriculum manager, providing consulting to business units, corporate centers, and Talent Consulting on vendor and curriculum sourcing to meet identified development needs.
· Collaborate with TO leaders on other talent initiatives. May include participation as a team member in a variety of roles within talent management and leadership development; may provide additional learning & development consulting to business units and corporate centers
Qualifications:
· 10 years experience applying talent management, HR, or Learning & Development practices with experience consulting with multiple levels of leaders on learning development needs
· Proven success in creating and driving talent development strategies that deliver measurable results
· Strong networker, able to influence and effectively manage multiple stakeholders at all levels and with different needs; considered a key player in the organization for highly collaborative solutions and outcomes
•Last updated on Dec 23, 2014