Job Description

The Manager, Learning and Engagement assesses, implements, and manages company-wide development needs related to leadership development and organizational engagement. They will partner with the Director, Operations Learning to ensure these solutions support the practical needs of our donation and retail sales locations. Responsible to analyze, design, develop, document, implement, and continually evaluate leadership development learning plans and applications, as well as on-boarding processes, and employee listening initiatives. Actively searches, creatively designs and implements effective methods to educate, enhance performance by strengthening employee abilities and knowledge, increase efficiency, and recognize talent. Creates a learning culture to make a positive impact on retention, internal promotions, and increased revenue to support our mission.

ESSENTIAL FUNCTIONS/DUTIES

1. Supports Sr Director, Learning & Engagement in creation of strategy for leadership development and employee engagement at GICF.

2. Assist in creation of leadership competencies, identifying aligned success behaviors for multiple levels and functions. Drive needed revisions to competencies.

3. Utilizing GICF competencies and a robust needs analysis process, develop, implement, and conduct trainings, documents, and other program materials that enhance individual and organizational leadership.

4. Manage the launch, operation, evaluation and sustainment of a new Leadership Development Plan, which will initially be available to all retail leadership.

5. Support Sr Director, Learning & Engagement in mapping out short and long term plans for creation of leadership pipelines, promotion planning, etc.

6. Support Sr Director, Learning & Engagement in driving employee listening (surveys, focus groups, Town Halls, etc.), and action planning around insights gained.

7. Supervise organization-wide change initiatives such as the identification and implementation of a clearly identifiable and actionable culture at GICF.

8. Development of new programs and projects related to cultural alignment (e.g. drive creation of recognition norms, communication norms, etc.).

9. Drive ROI measurements of learning solutions via data driven analytics

10. Work with partners to streamline the employee on-boarding experience, creating a consistently warm, welcoming, efficient and informative experience during an

employee’s first 60-90 days.

11. Partner with Director, Operations Learning to look for opportunities to support and align each other’s learning solutions and practices.

12. Partner with Director, Operations Learning to conduct a successful leadership conference each year. Focus on leadership content, while Operations Learning team focuses on event planning and logistics.

13. Lead and mentor a small team of learning professionals, helping them project manage their initiatives and grow their own skills and careers.

14. Research and maintain awareness of current business trends and practices in learning and development, as well as organizational culture and leadership, through participation in professional organizations, certifications, conferences, and self-directed learning.

15. Other duties as assigned.

Qualifications

1. Ability to adhere to the organization’s Core Principles.
2. In depth knowledge of the principles and practices of organizational learning and development.
3. Proficiency in instructional design tools and practices (Articulate Storyline and/or Rise experience preferred)
4. Minimum 5 years experience working in organizational learning and development, with experience related to leadership development and/or employee engagement.
5. Minimum 2 years leadership experience.
6. Ability to manage multiple projects and delegate tasks as necessary.
7. Specific experience in leadership development content design. Competency creation/utilization preferred.
8. Knowledge and working experience of effective facilitation/training/teaching techniques.
9. Knowledge of internal and external consulting techniques.
10. Ability to write and speak effectively in order to communicate with other departments and staff.
11. Knowledge and working experience of technology and its uses within organizational learning and development.
12. Ability to project manage self and others.
13. Ability to maintain confidentiality of departmental information.
14. Self-starter who enjoys building new learning paradigms
15. Comfortability with leading change

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