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Associate Director, Organizational Development

  • 09/07/2017 10:53 AM
    Message # 5068526
    Lesley Purcell (Administrator)

    The Associate Director, Organizational Development provides strategic direction in the areas of Onboarding, Learning Solutions, Learning Management, and Knowledge Management to improve performance, work efficiencies, engagement, and retention. This position interacts with and presents to all levels of leadership within the company, supervises others, and reports to the Vice President, Organizational Development. It supports cultural diversity by promoting and maintaining an inclusive work environment and culture that is respectful and accepting of diversity.

    This position is based in the home office in Birmingham, AL and has an anticipated start date of January 2, 2018. The Organizational Development department reports to the Chief Human Resources Officer and is also responsible for Employee Selection, Development, and Research. Apply here: http://rolp.co/0SoMc 

    Scope of Work

    ONBOARDING

    Direct the resources and responsibilities associated with the onboarding system, portal, and program.

    LEARNING SOLUTIONS

    • Create a learning culture that embraces, supports, and provides employees with the time, space, resources, and reinforcement to learn and apply knowledge and skills. Without continuous learning, the company cannot retain and maintain a competitive edge.
    • Provide on-demand, bite-sized learning…provide employees with the information they need when they need it, how they need, and in the right size they need it to grow, develop, and master the skills needed in their roles and for future changes.
    • Provide technology that facilitates social learning.

    Managing Learning Programs

    Provide leadership to execute the organization’s people strategy; implement training projects and activities. Be able to:

    • Assess needs.
    • Implement action plans.
    • Develop and monitor the budget.
    • Manage staff and model leadership in developing people.
    • Manage and implement projects.
    • Manage external resources.
    • Ensure compliance with legal, ethical, and regulatory requirements.

     Instructional Design

    Design and develop informal and formal learning solutions using a variety of methods consistent with established guidelines. Be able to:

    • Conduct a needs assessment.
    • Identify appropriate learning approach.
    • Apply learning theory.
    • Create course and learning objectives.
    • Design and develop curricula, programs, and learning solutions including instructional material. Use Articulate or other authoring system for online courses.
    • Analyze and select technologies.
    • Integrate learning technology options.
    • Evaluate learning design.

    Training Delivery

    Deliver informal and formal learning solutions in a manner that is both engaging and effective to all levels of audiences within the company. Be able to:

    • Manage the learning environment.
    • Prepare for training delivery.
    • Align learning solutions with course objectives and learner needs.
    • Establish credibility as an instructor.
    • Create a positive learning climate.
    • Deliver various learning methodologies.
    • Facilitate learning.
    • Encourage participation and build learner motivation.
    • Deliver constructive feedback.
    • Ensure learning outcomes and evaluate solutions.

    LEARNING MANAGEMENT SYSTEM

    Learning Technologies

    Manage the Learning Management System. Know all aspects of the system, including its capabilities and limitations.

    • Determine vision and strategy for transitioning from HealthStream and to new technology.
    • Prepare for the transition from the existing platform to a new one, managing any clean-up and proactively assessing scope of work.
    • Determine how system can streamline and improve existing processes, procedures, and programs.

    Apply a variety of learning technologies to address specific learning needs. Be able to:

    • Use technology effectively across the different areas of expertise.
    • Identify when and how to use technology as a training and development solution.

    Evaluate Learning Impact

    Use learning metrics and analytics to measure the impact of learning solutions. Be able to:

    • Identify customer expectations.
    • Select appropriate strategies, research design, and measures.
    • Communicate and gain support for the evaluation plan.
    • Manage data collections; analyze and interpret data.
    • Make recommendations to aid decision-making.

    KNOWLEDGE MANAGEMENT

    Capture, distribute, and archive intellectual capital to encourage knowledge-sharing and collaboration. Be able to:

    • Identify needs.
    • Benchmark knowledge management best practices and lessons learned.
    • Facilitate social learning.
    • Establish a knowledge culture.
    • Support the development of a knowledge management infrastructure.
    • Leverage technology.
    • Manage information life cycle.
    • Design and implement knowledge management solutions.
    • Transform knowledge into learning.
    • Evaluate knowledge management success. 


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