Job Responsibilities

• Responsibility Area: Training
• In consultation with HR leadership, review existing training programs (both organizational required trainings and professional development opportunities); update and maintain accurate and effective learning content, suggest enhancements and modifications to improve employee engagement.
• Facilitate and/or present training sessions and programs through a variety of distribution channels.
• Design and implement effective, ongoing learning opportunities and programs for all staff, which may include mentor training, career path development, and professional development.
• Continually evaluate and improve on training and professional development experience.
• Responsibility Area: Leadership Development and Support
• Design, develop and implement talent and leadership development concepts and approaches.
• Engage with department personnel to understand their business challenges, identify their training needs, and develop effective learning solutions.
• Consult with senior leadership in the development of their team members by reviewing career paths, leadership continuity planning, and role proficiencies.
• Partnering with agency management, tailor educational approaches and opportunities to the nuances of each department/program.
• Responsibility Area: Career Path Development
• In coordination with Director, Inclusion and Engagement, Talent Management, and HR Business Partner establish a comprehensive career path development and learning program to enable employee growth and retention.
• Consult with managers in the development of their team members.
• Responsibility Area: Program Management
• Develop systems and infrastructure for all learning, training, and development programs by establishing standardized methods for delivery, evaluation, measurement, and outcome reporting.
• Establish maintain, and report on metrics to measure training effectiveness, utilization, and compliance
• Develop assessments to identify training needs, gaps in curriculum and other learning opportunities that support performance management and organizational initiatives and goals.
• Evaluate and determine the effectiveness of current learning methods/systems.
• Partner across the organization to assess program development needs that drive the overall organizational strategy, including the creation and administration of new and innovative learning and training solutions.
• Design and maintain communication strategies to inform employees of development and educational events, opportunities, requirements, and resources.
• Research and develop team and/or cohort learning opportunities.