Purpose

The Associate Director, Learning & Development, will be responsible for contributing to the corporate Learning & Development strategy and ensuring alignment with an area-specific strategy. Additionally, they determine how to best execute the strategy within the division taking into account the unique geographical and business needs, while taking account of the needs of other divisions in those geographies. They have deep expertise on the culture, priorities and division specific environment. They partner with L&D Solutions leaders to determine the best approaches for executing initiatives. Additionally, the Associate Director, Learning & Development, delivers learning solutions including training classes and programs as needed and delivering training curricula to meet employee and organizational needs.

Responsibilities

• Acts as a partner with BHR and division leader(s) to provide L&D support to achieve the business objectives. Analyzes division business needs; identifies gaps between ideal and actual performance required to meet organizational business needs and determine performance deficiencies; aligns solutions with business goals.
• Conducts evaluation and reporting on the impact/results brought about by the delivery of learning and development solutions through Area key performance indicators.
• Leads the Learning & Development team and contributes to the leadership of the corporate function. Participates as a member of the corporate Learning & Development leadership team.
• Contributes to the establishment of global strategies and solutions. Develops the L&D strategy and ensures alignment through annual L&D plans.
• Contributes thought leadership and proven results to strategic partnerships in HR as it relates to Learning & Development focus areas.
• Drives and executes division organizational development needs. Proactively works with ALD partners to design and implement talent and organization plans. This may include organization/ team effectiveness, focus groups, leadership development and change management.
• Maintains customer relationships with key business leaders throughout the Area. Understands customer needs, identifying appropriate L&D solutions, sourcing/developing and delivering solutions. Measures and reports impact/results.
• Provide proficient consultation on all phases of talent management such as succession management, assessment and feedback, talent pipelines, selection processes, and senior leader transitions.
• Maintains core L&D operations and processes. Leads and manages L&D staff.