The Senior Associate, Learning and Development, working under general supervision, is responsible for applying existing organizational practices and procedures for resolving Learning and Development issues, including planning, implementing, and coordinating, training and development activities, with consistency in a timely manner. The role would support the administration of company policies and procedures related to training programs and learning activities. The role applies research, information gathering, analytical and interpretation skills to a variety of problems of moderate scope and complexity to foster a compliant and ethical work environment. The role would also work with Specialists to maintain accurate and confidential records and data related to Learning and Development matters.
Education:
- Bachelor’s Degree or Master’s Degree (preferred) in Human Resources, Organizational Development, or any other related discipline or commensurate work experience.
Experience:
- Minimum 1 year of work experience with a Master’s degree or 2 years of work experience with a Bachelor’s degree, preferably in Learning and Development, Human Resources, or a related field.
Licenses and Certifications:
- Certified Human Resource Professional (CHRP) (Preferred)
- SHRM Certified Professional (Preferred)
- Certified Professional in Learning and Performance (Preferred)
Work Requirements:
- Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, standing, climbing, walking, etc. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment.
This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically.
- Supports curriculum design of training programs and online learning pathways for employees across the organization on non-technical, general skills and competencies, workplace conduct, etc. subjects to achieve increased team and employee performance.
- Develops learning and job aids such as instructional materials, handouts, participant guides, and visual aids. Supports the delivery of training by facilitating enrollment, sending necessary pre-study materials, etc. Coordinates training plans for employees.
- Supports managers in monitoring KPIs like enrollment data, training program effectiveness, etc. to ensure effective learning experiences and assists with the development of templates for internal reporting to senior HR management, Talent Management, and Learning and Development teams.
- Coordinates with managers across the organization to ensure training assignments align with reported needs and business goals. Assigns training to employees based on job and site location. Conducts studies of all completed training to evaluate and measure performance results.
- Collaborates with stakeholders to determine learning needs and the best delivery method among workshops, webinars, conference calls, instructor-led, etc. Facilitates onboarding and continuing education programs.
- Assists specialists and senior specialists with the delivery of enterprise-level Learning and Development special projects by liaising with external consultants, conducting research into relevant issues, gathering information on industry-wide practices and standards, organizing information, and analyzing the same.
- Assists specialists and managers with the preparation of HR-specific communications and policies related to the Learning and Development function as per established processes. Assist with the consistent administration of company policies and procedures related to training development, training delivery, and skill gap assessment as per established norms.
- Assists specialists and managers to regularly update existing Learning and Development specific policies related to skill assessment, training, and development, etc. to ensure compliance and consistency with relevant laws and companywide policies.
- Supports Learning and Development industry benchmarking by gathering knowledge of what best-in-class companies are doing for Learning and Development and identifying those best practices (e.g., gamification, web-based learning solutions)
- Maintains accurate and confidential records and data related to Learning and Development matters including curriculum database, training records etc. Identifies and adjusts training content as policies and procedures change.