Training- Director of Learning & Development Job Listing at TCC in Fishers, IN (Job ID 12782)

Description

POSITION PURPOSE

The Director of Learning and Development is a strategic leader responsible for designing, implementing, and evaluating comprehensive learning and development programs that align with the organization's goals and foster a culture of continuous learning. This role will oversee the development and delivery of training programs for employees at all levels, ensuring that they have the skills and knowledge necessary to succeed in their roles and contribute to the organization's success.  This role and function supports TCC and Wireless Zone.

ESSENTIAL DUTIES

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. 

Strategic Vision and Planning:

• Strategic Alignment: Craft and execute a comprehensive learning and development strategy that seamlessly integrates with the organization's broader goals and objectives for both TCC and Wireless Zone.
• Needs Assessment: Proactively identify current and future learning needs within the organization, and design programs that effectively address those needs.
• Performance Measurement: Establish and track key performance indicators (KPIs) and metrics to rigorously assess the effectiveness and impact of learning and development programs.

Program Design and Execution:

• Engaging Content Development: Create and deliver captivating learning programs that resonate with employees, utilizing diverse formats such as instructor-led training, e-learning, blended learning, and on-the-job training for both TCC and Wireless Zone
• Vendor Management: Oversee the selection, development, and management of external training partners and consultants to ensure high-quality and cost-effective solutions.
• Efficient Delivery: Guarantee that all learning programs are executed in a timely and budget-conscious manner.

Talent Cultivation:

• High-Potential Development: Identify and nurture high-potential employees through targeted learning and development initiatives that accelerate their growth and contribution.
• Succession Planning: Establish robust succession plans and leadership development programs to build a strong pipeline of future leaders within the organization.
• Culture of Learning: Cultivate a pervasive culture of continuous learning and development throughout the organization, encouraging employees to proactively seek growth opportunities.

Team Leadership and Development:

• Inspiring Leadership: Lead and develop a team of learning and development professionals, motivating them to achieve exceptional results.
• Coaching and Mentorship: Provide ongoing guidance, coaching, and constructive feedback to team members, fostering their professional development and success.
• Collaborative Environment: Foster a collaborative, high-performing, and positive team environment that embodies and reinforces the company's overall culture.

Financial Stewardship:

• Budget Management: Develop and manage the learning and development department's budget, ensuring responsible resource allocation and financial discipline.
• Cost Control: Deliver all programs within budget, and proactively identify and implement cost-saving opportunities and efficiency measures.

Relationship Building and Advocacy:

• Internal Partnerships: Forge strong partnerships with departments ,leaders across the organization, and owners actively seeking to understand their training needs and optimize existing programs.
• External Engagement: Cultivate relationships with industry experts and thought leaders to stay at the forefront of adult learning trends and best practices.
• Industry Recognition: Clearly and persuasively communicate the learning strategy, implementation process, content development, and quantifiable impact of programs to gain recognition and win prestigious learning industry awards.

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES

The requirements listed below are representative of the knowledge, skill, and/or ability necessary to perform this job.

EDUCATION and/or EXPERIENCE

• Bachelor's degree (B.A. / B.S.) in education, a related field, or an equivalent combination of education and relevant work experience.
• A minimum of 4-6 years of demonstrated leadership experience, ideally in a management or supervisory role with a focus on training preferred.
• 1-3 years of sales experience, showcasing the ability to build relationships and achieve targets.
• Proficiency in all Microsoft Office software, enabling effective communication and data analysis.
• Prior experience in the wireless industry is considered a significant advantage.

LANGUAGE SKILLS

• Communication: Excellent written and verbal communication skills. Ability to effectively present information and respond to inquiries from diverse audiences, including senior management, clients, and the general public.

REASONING/PROBLEM SOLVING ABILITY

• Analytical Skills: Adept at reading, interpreting, and analyzing financial reports, business documents, technical procedures, and legal regulations.
• Problem-Solving: Strong problem-solving skills with the ability to identify problems, gather and analyze information, and develop effective solutions.
• Technical Aptitude: Comfortable working with numerical data, formulas, graphs, and technical diagrams.

DECISION MAKING & IMPACT OF ERRORS

• Strategic Decision-Making: Exercises independent judgment to make significant decisions that impact the allocation of resources, performance, and budgets. Decisions are aligned with the organization's long-term strategic goals and can involve substantial financial implications.
• High-Impact Decisions: The role involves complex decision-making with long-term (3-5 year) consequences. Errors in judgment could lead to increased costs and negatively impact the organization's success.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

Able to stand and/or walk and sit up to 30% of the time.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.

Typically works in a general office environment.

Must be able to work out of Fishers, IN store support office 

TRAVEL REQUIREMENTS

Travels up to 20% of the time, including overnight.

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