Description
POSITION PURPOSE
Manage a team of professionals to design and deliver training that supports the organization's strategy, values, and goals, providing employees with the necessary tools and information required to complete their tasks successfully.
DUTIES AND RESPONSIBILITIES
Learning and Development (L&D) Program Design
- Designs and manages the development of complex L&D programs (e.g., leadership development) to meet individual and organizational learning needs within specified timescales and resources, identify and incorporate appropriate L&D methodologies and delivery channels, and oversee the development of content to support high levels of learner engagement and achievement of learning outcomes.
Learning and Development (L&D) Program Delivery
- Manages the delivery of complex L&D programs to ensure the engagement of learners and achievement of intended learning outcomes and engage with individual senior managers to deliver leadership development training or coaching and support their personal development.
Learning Needs Analysis
- Engages with functional senior line management to clarify organizational requirements, set priorities for L&D interventions, define required learning outcomes, and specify and manage the collection and analysis of data to inform learning needs analysis.
Learning Data Management
- Specifies, develops, and tests Human Resources (HR)( data-collection procedures and tools within an area of HR practice to meet defined key principles and ensure compliance with external requirements.
Leadership and Direction
- Communicates the actions needed to implement the function's strategy and business plan within the team; explains the relationship to the broader organization's mission, vision, and values; and motivates people to commit to these and to do extraordinary things to achieve local business goals.
Organizational Capability Building
- Uses the organization's formal development framework to identify the team's individual development needs. Plans and implements actions, including continuing professional development specified by professional or regulatory institutions, to build professional capabilities. Provides informal training or coaching to others throughout the organization in own area of expertise to enable others to improve performance and fulfill personal potential.
External Consultant or Contractor Engagement
- Participates in the selection of external consultants or advisers to deliver key projects and/or ad hoc services, ensures that business objectives and requirements are clearly understood, and monitors outcomes, taking appropriate remedial action where necessary.
Performance Management
- Manages and reports on the performance of a substantial, diverse team; sets appropriate performance objectives for direct reports or project/account team members and hold individuals accountable for achieving them; and takes appropriate corrective action where necessary to ensure the achievement of team/personal objectives.
Manages Complexity
- Makes sense of complex, high-quantity, and sometimes contradictory information to effectively solve problems. For example, asks questions to encourage others to think differently and enrich their analyses of complex situations. Accurately defines the key elements of complex, ambiguous situations.
Develops Talent
- Develops people to meet both their career goals and the organization's goals. For example, emphasizes the importance of learning, urges people to build new skills, and provides opportunities for them to develop their careers. Provides useful real-time coaching, development activities, and stretch assignments.
Communicates Effectively
- Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, tailors communication content and style to the needs of others. Pays attention to others' input and perspectives, asks questions, and summarizes to confirm understanding.
Drives Engagement
- Creates a climate where people are motivated to do their best to help the organization achieve its objectives. For example, readily includes people to ensure their efforts are recognized and seeks to learn from their success. Ensures that people understand exactly why the work is important and meaningful.
Plans and Aligns
- Plans and prioritizes work to meet commitments aligned with organizational goals. For example, strengthens alignment and coordination between own work and others' work, providing well-sequenced activities and exact time frames. Foresees and resolves many potential bottlenecks and delays.
Ensures Accountability
- Holds self and others accountable to meet commitments. For example, measures and tracks team's and own performance and helps the team learn from success, failure, and feedback. Adheres to and enforces goals, policies, and procedures.
Collaborates
- Builds partnerships and works collaboratively with others to meet shared objectives. For example, enlists a range of stakeholders to add value and ensures they are well-informed and surprises are avoided. Confronts and challenges "us vs. them" and shows strong appreciation for others' efforts toward shared goals.
Drives Results
- Consistently achieves results, even under tough circumstances. For example, holds self to high standards of performance, sets some challenging goals, wants to achieve meaningful results, and pursues initiatives/efforts to successful completion and closure. Focuses on key goals, even during setbacks and obstacles.
Tech Savvy
- Anticipates and adopts innovations in business-building digital and technology applications. For example, ensures that the team has adequate resources to invest in technology advancements and the training to use them well. Deploys some new technologies to enhance effectiveness of the group and business.
Builds Effective Teams
- Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals. For example, holds constructive dialogue with the team regularly and takes multiple perspectives into account when making decisions. Commits to and prioritizes the team's decisions in most situations and conveys team spirit.
Strategic Mindset
- Sees ahead to future possibilities and translates them into breakthrough strategies. For example, knows what to prioritize for the greatest strategic impact on the organization. Takes industry and market trends into account in decisions. Explores possibilities that may impact the team or organization in the future.
Financial Acumen
- Interprets and applies key financial indicators to make better business decisions. For example, determines and estimates the main direct and indirect costs and makes generally appropriate decisions regarding expenditures. Studies financial and quantitative information and uses data to improve performance.
QUALIFICATIONS
Education and Experience
General Education
- Master's degree or equivalent level.
General Experience
- Wide and deep experience providing expert competence (over 10 years to 15 years).
Managerial Experience
- Experience of planning, managing, and organizing resources within short/medium timescales within the overall policy framework (over 6 years to 10 years).
Contact
Madison Gas and Electric
Wisconsin United States
www.mge.com
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