Senior Learning and Development Facilitator in Clearwater, FL at PODS

Date Posted: 6/20/2022

Job Snapshot

Job Description

POSITION SUMMARY

 The primary responsibility of a Senior Talent Developer is to meet the needs of the organization by providing measurable transfer of knowledge to create behavior change in our new and existing associates and leaders.  This role requires a consistent demonstration planning, preparation, instructional methods and strategies, assessment and evaluation, communication and professional credibility.  This is accomplished through the delivery of dynamic facilitation of content, classroom management, while supporting other strategic performance/talent initiatives.  

 

ESSENTIAL DUTIES AND RESPONSIBILITIES

 Under the direction of the Director of Learning & Development, the Senior Talent Developer has the responsibility to:

 

Learning & Development

  • Deliver high-impact learning and development experiences/programs
  • Drive the adoption development experiences/programs across the organization
  • Demonstrate effective presentation, facilitation, and questioning skills 
  • Stimulate and sustain learner motivation and engagement in both instructor-led classroom and virtual instructor-led webinar settings 
  • Support Learners and their Managers to maximize learning transfer, using varying learning methodologies
  • Utilize the Learning Management System (LMS) to administer and track training completion
  • Manage supporting tasks for learning programs to drive successful completion, e.g., scheduling, etc.    
  • Collaborate closely with key stakeholders to anticipate, assess and respond to learning gaps/needs; pair with existing solutions and/or identify new opportunities
  • Collect and analyze detailed feedback on learning programs and use insights to make enhancements and improve learning experiences 
  • Create reports and track metrics to measure L&D effectiveness, with an emphasis on the quantifiable impact of the training programs
  • Continually learn and improve skills in areas of facilitation techniques, instructional system design, project management, performance management and general business management
  • Regularly provides recommendations and best practices to assure peak learning

 

Performance & Talent Development

  • Educate employees on career development-related offerings, including career progression tools the link to development programs/resources
  • Provide support in talent management activities, including the performance management, talent reviews, and succession planning; this includes driving participation in talent processes and quality outcomes, e.g., training, fair assessments, quality conversations 
  • Lead constructive and productive discussions with leaders, along with Human Resource Business Partners, to identify employee gaps in knowledge and expected performance, formulate probable solutions, and execute training plans
  • Supports additional organizational development and engagement initiatives.  

 

Note: The above statements describe the general nature and level of the work being performed and are not an exhaustive list of all responsibilities of an employee in this job.  Job duties can change at any time as directed by management. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the employer.

Job Requirements

EDUCATION/EXPERIENCE REQUIREMENTS

  •  4 - 7 years of experience in a learning function with a focus on professional and leadership skills 
  • Bachelor's degree from an accredited college or university is preferred
  • Strong facilitation skills and ability to convey ideas in a logical and engaging manner to others
  • Demonstrated success/strong track record implementing learning programs
  • Genuine interest in recognized adult learning methodologies and emerging learning trends
  • Effective and appropriate written and verbal communication skills in a business environment 
  • Proven success at building credibility with colleagues and manager-level leaders
  • Ability to motivate, influence and coach individuals who do not have a direct reporting relationship 
  • Excellent organization skills, time management, and ability to change priorities as needed
  • Previous experience Learning Management Systems, virtual platform, and other learning technologies
  • Proficient computer skills including Microsoft Office (Word, Excel, PowerPoint, Outlook)

 

CORE COMPETENCIES FOR ALL POSITIONS: 

  •  CUSTOMER FOCUS: Maintains client contact - Keeps clients up to date on the progress of services and any changes affecting them, maintaining service to clients during critical periods 
  • RESULTS ORIENTATION: Meets standards and goals - Can easily describe, follow and deliver on work assignments based on standards and goals in place 
  • TEAMWORK/COLLABORATION: Collaborates with others - Does their own fair share of work and seeks assistance from other team members as needed 

 

 JOB SPECIFIC BEHAVIORAL COMPETENCIES: 

  •  COLLABORATE: Able to act as part of a larger team outside of the immediate department or group; Able to understand the importance of working with peers in other areas or management to reach "best practice" solutions for the organization; Able to inform and seek information to anticipate and consider the impact of decisions or actions on the overall organization
  • LISTEN: Able to actively listen and convey understanding of the comments and questions of others; Able to understand the situations, viewpoints and feelings of others before expressing own view
  • TAKE INITIATIVE: Able to exhibit tendencies to be self-starting and not wait for signals; Able to be proactive and demonstrate readiness and ability to initiate action; Able to take action beyond what is required and volunteers to take on new assignments; Able to complete assignments independently without constant supervision
  • DEMONSTRATE SOUND JUDGMENT: Able to make appropriate decisions and has the vision to understand their impact; Able to use information to develop logical assumptions; Able to examine alternatives and consider resources, constraints and risks before committing to action
  • BE ANALYTICAL: Able to effectively gather all relevant information; Able to identify key issues; Able to process data qualitatively and / or quantitatively; Able to identify relationships, draw logical conclusions and interpret results for use in decision-making
  • DEVELOP SELF: Able to accurately assess own strengths and development needs; Able to strive to improve those areas identified as needing development; Able to seek opportunity for development through the job, special assignments, training, or external activities

 

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