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Job Req ID:  16860

Talent Development Manager

Up for Changing the World?  Here at Johns Hopkins Development and Alumni Relations, we are rising to the challenge!  Our mission is to build enduring relationships that result in advocacy and philanthropic support for the institution – employing nearly 500 staff and raising more than $600 million annually from individuals, foundations, and corporations for the university and health system.  We are deeply committed to and aligned with the academic mission of the institution.  Our work supports its focus on research, teaching, and patient care, and its role as a higher education leader on the global stage.  Join us if you are up for the challenge!

 

General Description

This role, reporting to the Executive Director of Talent Management & Human Resources , is responsible for the strategic and operational leadership of the Learning and Development function for Development and Alumni Relations.  In this role, you will establish a vision and strategy for learning and development that is aligned with existing and emerging priorities to optimize individual, team and organizational performance and effectiveness.   

 

Continually review and improve the Provide consultation in the areas of talent development and organization development – both individually and in collaboration with others on the Human Resources team.  Partner with leaders and stakeholders to guide work.  Lead team of two direct reports. 

 

Primary Duties and Responsibilities

Learning Program Management (80%).  Establish a vision and strategy for learning and development that is aligned with the larger talent strategy for the division; translate that into action plans.  Continually review the division’s training curriculum and other learning opportunities and improve the learning program for new and incumbent staff to meet business needs.  Identify and manage external resources (consultants, designers, providers, etc.).  Develop and monitor the learning budget.  Manage learning staff and model leadership in developing team.

  • Project and Portfolio Management.  Apply skills and tools to effectively plan and execute projects.  Engage key stakeholders and incorporate milestone reviews.  Achieve specific deliverables for each project that support identified organizational objectives.  Manage the overall portfolio of projects by prioritizing work, allocating resources, and managing progress.
  • Performance Improvement.  Apply a systematic process for analyzing performance gaps and developing solutions to close them.  Identify the customer, conduct performance analysis, analyze and synthesize data, consider customer and stakeholder needs, identify and evaluate possible solutions, and implement them.  Manage change and evaluate results.
  • Instructional Design.  Design learning solutions via all types of modalities that are engaging and build capabilities. Assesses the right solution for the need and timing in the business that ensures knowledge transfer, tied to business strategy, and provides exceptional employee learning experiences.  .  Incorporate contemporary learning theory and methodologies into program offerings.  Manage learning content and documentation.
  • Delivery and Facilitation.  Oversee the delivery of formal and informal learning solutions.  Build a cadre of effective internal trainers through skill building, feedback, and coaching.  Support learning communities by coaching designated leaders, assisting with organization and planning, and facilitating sessions when needed.  Leverage learning management system and appropriate delivery technologies to address specific learning needs and administer the learning program.
  • Learning Impact Evaluation.  Use learning metrics and analytics to measure the effectiveness of learning solutions and inform decision-making.

Organization Development (20%).  Provide consultation and services that enhance organizational performance and enable successful organizational change by increasing alignment between individual, team, and organizational efforts.  Leverage a structured approach to diagnosis, action planning, intervention, and evaluation.  Collaborate with others on the HR team and contract with internal clients to deliver services in the areas of organizational assessment, organization design, leadership development, team building, meeting design and facilitation, change management, coaching, and customized training.

  • Coaching.  Apply a structured process utilizing focused conversations to help individuals in developing potential, improving relationships, and enhancing performance.  Help build a coaching culture within the organization and enhance coaching competence of managers and others through behavior modeling and learning opportunities.
  • Integrated Talent Management.  In partnership with others on the Human Resources team, build culture, capability, capacity, and engagement through talent management solutions.  Align efforts with organizational objectives, equip managers to engage and develop their people, and organize delivery of developmental resources.  Support workforce and succession planning, career development planning, engagement and retention efforts, and performance management.

 

Qualifications

Bachelor’s degree and minimum of seven years of experience required.  Master’s degree and at least ten years of related experience preferred, including at least some experience leading a learning program and managing a team in a medium to large organization.  Professional certification such as Certified Professional in Learning and Performance (CPLP), Professional in Human Resources (PHR), SHRM Certified Professional (SHRM-CP), or Human Capital Strategist (HCS) a plus.

Desired foundational competencies include the following:  business acumen, relationship building, interpersonal skills, technology literacy, managing others, influence, collaboration, communication, innovation, prioritization, analytical skills, and systems thinking

 

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