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University Director, Learning and Development

Posted on Nov 11, 2018 by Georgetown University

Washington, WA
Education
7 Nov 2018
Annual Salary
Full-Time
Located in a historic neighborhood in the nation's capital, Georgetown offers rigorous academic programs, a global perspective, exciting ways to take advantage of Washington, D.C., and a commitment to social justice. Our community is a tight knit group of remarkable individuals interested in intellectual inquiry and making a difference in the world.

Requirements

University Director, Learning and Development

The University Director of Learning and Development serves as a change agent within HR and across the University, responsible for providing leadership and support for the assessment of organizational needs and the design, implementation of high impact programs and strategies that support and enhance the professional development and continuous learning of staff, managers and emerging leaders. The position is responsible for planning, creating and tracking a wide range of workforce development and training programs and initiatives for the university; determining current and future training gaps; succession planning; designing strategies for improving and sustaining employee engagement; performance management, and establishing goals and parameters to help the University be considered a best place to work.

The position will manage a team of four HR Client Services Partners, a Training Specialist, and Training Assistant that are accountable for the development and implementation of workforce programs, trainings and initiatives that support and promote departmental strategic priorities. The University Director of Learning and Organizational Development will focus on improving workplace culture and creating a positive work environment for all employees. The position is also responsible for taking the lead in collaborating with managers in order to maximize employee satisfaction, productivity, and career development. Duties include but are not limited to:

Client Engagement/Client Services

  • Provides leadership, coaching and counsel to Client Service Partners on a variety of HR matters. Manages the delivery of all services by ensuring that staff is continuously engaged with their client departments and campus leaders. Work in concert with staff to develop annual professional goals.
  • Assures that all HR processes are aligned in support of client partner relations, including role clarification, organizational development, talent development, recruitment and employment, employee relations and engagement, compensation and classification.
  • Captures and maintains data to support the identification and development of HR programs and practices. Works with human resources leadership to set learning and development priorities and deploy strategies designed to achieve HR and university-wide goals consistent with data.
  • Collaborates with campus and department leadership to identify current needs. Mobilize HR team to partner and/or coordinate with campus and department HR units and staff to assist in coordinating delivery of client engagement programs.
  • Participates on University Committees and special projects. Interacts and collaborates with all members of the HR Department.

Organizational Development

  • Diagnose campus and departmental organizational, operations and performance based issues and manage the development and implementation of programs, strategies and initiatives that elevate employee and organizational effectiveness.
  • Capture and maintain data to support the identification and development of HR programs and practices.
  • Assess and analyze targeted stakeholders to enable strategic design and implementation of initiatives.
  • Conduct ongoing assessments and analysis in order to identify learning and development needs, assess skill levels and performance gaps.
  • Develop metrics to assess the quality and effectiveness of programming on organizational effectiveness and provide reports of progress against objectives.
  • Implement best practice learning tools, resources and programs to improve leadership capabilities and effectiveness.

Learning

  • Implement a learning and development strategy that aligns performance with business strategy. Design and implement staff learning and development programs and training plans that align with overall university/departmental strategy, needs and objectives. Coordinates and manages resources to administer training programs utilizing both external consultants and in-house subject matter experts.
  • Design, develop and maintain a University wide approach to leadership education for all managers.
  • Develop education initiatives for all levels of employees including course and program selection/design, vendor management, participant selection and evaluation. Create a learning environment that supports and drives continuous improvement within the University. Facilitates and supports efforts of other HR functions.
  • Conduct periodic campus and departmental assessments to determine specific talent development needs and to measure the impact of talent development programs and initiatives.

Workforce Development

  • Enhance, develop and execute employee engagement and retention strategies through collaboration with stakeholders. Creates tools that increase managerial abilities to develop talent within particular job families.
  • Design and execute a robust Onboarding Program for new employees and leaders that creates an impactful and seamless experience. Collaborates with the four campuses to identify business onboarding capacity needs. Manages and delivers metrics, onboarding processes, logistics and communications to further execute onboarding systems and programs.
  • Oversee and direct performance management through the management and use of employee evaluations and reviews, and the creation and maintenance of new and innovative processes to identify and develop high potential employees and leaders within the University.
  • Provide 'train the trainer' sessions for in-house subject matter experts to ensure quality and consistency of presentations and program delivery.
  • Develop succession plan strategies by working with campus and department leaders

Requirements

  • Bachelor's degree required; Master's degree in Human Resources, Organizational Development or related field and professional certification a plus
  • Seven to ten years of progressive experience in human resources and management positions
  • A solid understanding of organizational development, talent development and management, employment law, staffing, compensation, employee relations and labor relations
  • Excellent analytical, managerial, negotiation and communication skills
  • Ability to work collaboratively, persuade and lead in order to accomplish organizational goals
  • Ability to create and integrate sustainable solutions to issues, while balancing the interests of diverse internal constituencies, while keeping the University's best interest first

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Submission Guidelines:

Please note that in order to be considered an applicant for any position at Georgetown University you must submit a cover letter and resume for each position of interest for which you believe you are qualified. These documents are not kept on file for future positions.

Need Assistance:

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Need some assistance with the application process? Please call . For more information about the suite of benefits, professional development and community involvement opportunities that make up Georgetown's commitment to its employees, please visit the Georgetown Works website .

EEO Statement:

Georgetown University is an Equal Opportunity/Affirmative Action Employer fully dedicated to achieving a diverse faculty and staff. All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, color, religion, national origin, age, sex (including pregnancy, gender identity and expression, and sexual orientation), disability status, protected veteran status, or any other characteristic protected by law .

Reference: 569318705