Position Purpose:

The Senior Manager of Learning Strategy (LSM) for New in Role Leader Development is responsible for establishing short and long-term strategies to prepare new leaders to successfully onboard and lead effectively in their new position.

Working collaboratively with Talent Management, Learning, and HR partners, this role will identify common development needs for new leaders at the Supervisor through Director level and create tailored development solutions to close learning gaps. As a thought-leader, this role uses deep expertise in leadership development to design, maintain, and enhance enterprise-wide, scalable learning solutions for new-in-role leaders.  This role leads a small team and provides oversight for execution and day-to-day program management.

The successful candidate will have extensive experience designing leadership development programs, utilizing multiple approaches to develop leaders, driving execution, and demonstrating business impact.

This role reports to the Sr. Director, Enterprise Leadership and Career Development.

Key Responsibilities:

Determine learner capabilities and learner needs by reviewing job requirements, experiencing the learner's environment, connecting with learners and leaders closest to the role, and evaluating key metrics and connect with business partners to stay current on the needs of the business.Develop strategy for assigned content areas (content area plan) and recommend solutions to business partners that address learner needs to increase associate competence and confidence. Collaborate with other LSMs to ensure assigned content areas are represented. Determine and maintain effectiveness of content areas.Work with learning Design & Development, Technology, and/or Delivery teams to determine the most effective learning solutions for assigned content areas and communicate solutions to business partnersCreate learning plans for assigned job roles based on learner needs. For assigned job roles, validate content area recommendations from other LSMs. Work closely with learning Execution, Technology, and Delivery team members to ensure execution of learning plans. Determine and maintain effectiveness of learning plans.Collaborate with business partners, keeping them informed, influencing the right decisions for learners, and effectively addressing difficult issues. Demonstrate the courage to say what needs to be said, while maintaining strong relationships. Gain buy-in from stakeholders at multiple levels of the organization

Direct Manager/Direct Reports:

This position reports to the Sr. Director, Enterprise Leadership and Career DevelopmentThis position has 0-4 direct reports.

Travel Requirements:

Typically requires overnight travel less than 10% of the time.

Physical Requirements:

Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.

Working Conditions:

Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.

Minimum Qualifications:

Must be eighteen years of age or older.Must be legally permitted to work in the United States.

Preferred Qualifications:

10+ year prior experience in related field (Leadership Development, Organizational Development, or Talent Management)Masters degree in HR, I/O Psychology, OD or other related fieldAbility to think strategically and develop long-term plans for leadership development aligned with organizational goals. Proven experience in designing, implementing, and evaluating leadership development programs. Experience with adult learning principles and multiple development methodologies.Experience in a business environment with the practical application of leadership development and adult learning theories and modelsExperience managing and working with vendors in leadership developmentDemonstrated success in leadership roles within leadership development, talent management, or related areas. Proficiency in utilizing data analytics and metrics to assess the effectiveness of leadership development programs and make informed decisions for continuous improvement.

Minimum Education:

The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.

Minimum Years of Work Experience:

2

Competencies:

COLLABORATES: Building partnerships and working collaboratively with others to meet shared objectivesCOMMUNICATES EFFECTIVELY: Developing and delivering communications that convey a clear understanding of the unique needs of different audiencesCOURAGE: Stepping up to address difficult issues, saying what needs to be saidCUSTOMER FOCUS: Building strong customer relationships and delivering customer-centric solutionsSTRATEGIC MINDSET: Seeing ahead to future possibilities and translating them into breakthrough strategiesORGANIZATIONAL SAVVY: Maneuvering comfortably through complex policy, process, and people-related organizational dynamicsDECISION QUALITY: Making good and timely decisions that keep the organization moving forwardINTERPERSONAL SAVVY: Relating openly and comfortably with diverse groups of peoplePERSUADES: Using compelling arguments to gain the support and commitment of othersBALANCE STAKEHOLDERS: Anticipating and balancing the needs of multiple stakeholdersPLANS and ALIGNS: Planning and prioritizing work to meet commitments aligned with organizational goalsACTION ORIENTED: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasmBUSINESS INSIGHT: Applying knowledge of business and the marketplace to advance the organization's goals