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The Director of Leadership Development works with key internal stakeholders and external vendors to design and deliver in-house leadership education including our Fashion Academy Leadership Development curriculum. The Fashion Academy provides formal education to all colleagues including senior-level and high potential. Programs and courses are designed to build leadership capability and strengthen organizational culture to meet the company's business objectives and are designed to be delivered in multiple modalities (instructor led, live virtual, on-demand). Perform other duties as assigned.
Senior HRBP’s (SVP / GVP)
Talent COE Peers; Critical Intersection with Delivery team & Talent Management
Business Unit Leaders
Develops enterprise leadership and learning roadmap, in partnership with Senior Director, to drive culture and performance for assigned business unit / function and the Enterprise in alignment with the Enterprise Talent Strategy.
Design innovative learning solutions at scale, incorporating multiple formats and relevant adult learning activities, including classroom and virtual instructor- led material and on demand. Design learning approaches that are effective and engaging to learners, applying adult learning principles, and follow-up reinforcement activities. Instructional design to include:
Diagnose performance needs and recommend appropriate solutions in support of business initiative and talent strategy.
Identify resource materials and thought leaders to incorporate into Institute programs.
Vendor Management including identification and review and feedback on vendor work.
Develop facilitator guides, participant guides, Power Point decks, etc. to support the learning opportunities. Ensure learning materials are effective, current, and relevant.
Develop ongoing reinforcement strategy that includes social media component.
Design Evaluation strategy and incorporate feedback into ongoing continuous improvement efforts.
Design and facilitate “Train the Trainer” of facilitators.
Continuous search and review of outside non-custom training programs/resources that may be appropriate for Company
Guide the learning community within Macys to promote continuous learning and guide manager engagement in people development.
Leverage extensive external network of industry peers and research to access industry best practices related to learning & the development of leaders.
Partner with Academic Institutions of ensure relevant content is delivered.
Coach executives utilizing formal assessments including 360-feedback.
Create and maintain strong partnership between Talent COE team and the HR Business Partners to establish sponsorship, manage stakeholders, conduct needs assessments, design, plan for implementation, deliver, and evaluate solutions and interventions that foster alignment and further the organizations talent and succession strategies.
Articulate and model the Macy’s Inc. vision of leadership development with leaders at all levels.
Facilitate learning solutions in either a physical classroom or virtual setting. Serve as a role model for excellent instructional facilitation and develop those capabilities in others.
Review, maintain, and update existing curriculum.
Manage long term projects that achieve critical milestones and are completed within budget.
Ensure skill transfer, impact and ongoing reinforcement of lessons learned in training: Provide follow up and reinforcement for participants to ensure application of training and impact on results. Plan and conduct follow up with participants. Source articles, books and tools for ongoing leadership development to curate via the learning experience platform and facilitate knowledge sharing amongst colleagues.
Demonstrate the impact and ROI of Fashion Academy courses and programs: Measure and evaluate program effectiveness. Ensure consistent follow-up, evaluation and measurement of the impact of training and communicate results to senior management.
• Regular, dependable attendance and punctuality.
HR Functional Proficiency: Knowledge of major responsibilities, accountabilities, and organization of the HR function or department; ability to use and administer the organization’s HR policies, strategies and environment.
Business Acumen: Awareness and knowledge of and insight into the organization’s vision, structure, culture, philosophy, operating principles, values, and code of ethics; ability to apply this understanding appropriately to diverse situations. Knowledge, insight, and understanding of business concepts, tools, and processes that are needed for making sound decisions in the context of the company’s business; ability to apply this knowledge appropriately to diverse situations.
Change and Communications: Knowledge of and ability to align the organization’s people and culture with changes in business strategy, organizational structure, technology and business processes.
Strategic Thinking: Understands business issues and opportunities and translates or aligns them to a vision, strategy and plans to chart a course of action
Solution Orientation: Knowledge of techniques and tools that promote effective analysis and the ability to determine the root cause of organizational problems and create alternative solutions that resolve the problems in the best interest of the business.
People Management: Ability to establish and build healthy working relations and partnerships with internal and external customers/clients. Creates and sustains high performing teams committed to exceeding business goals.
Talent Development: Knowledge of how an organization attracts, recruits, evaluates, retains, identifies and develops talent; ability to develop the talent required for an organization to achieve its short-term goals. Includes talent related processes (e.g. performance management, development, succession, workforce planning, etc.).
Bachelors or equivalent with 8-10 years of HR and Learning, Leadership strategy experience or a combination of the total.
Business Unit experience is considered a must.
Excellent written and verbal communication skills.
Ability to read, write and interpret instructional documents such as reports and procedure manuals.
Must have above average mathematical skills, including the ability to compute rates, ratios, and percentages, and the ability to work with mathematical concepts such as probability and statistical inference.
Must be able to work independently with minimal supervision.
This position involves extended periods of sitting and the extensive use of computer and office equipment.
May involve stooping, kneeling, or crouching.
Involves close vision, color vision, depth perception, and focus adjustment.
Ability to work a flexible schedule based on department and company needs.
This job overview is not all inclusive. In addition, Macy’s, Inc. reserves the right to amend this job overview at any time. Macy’s is an Equal Opportunity Employer, committed to a diverse and inclusive work environment. Macy’s, Inc. – including Macy’s and Bloomingdale’s – will consider for employment qualified applicants with criminal convictions in a manner consistent with SFPC Art. 49 and LA MC Company website Art. 9.
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