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E-Director Learning and Development
Pearson
Hoboken, NJ, United States
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Description
At Pearson, we’re committed to a world that’s always learning and to our talented team who makes it all possible. From bringing lectures vividly to life to turning textbooks into laptop lessons, we are always re-examining the way people learn best, whether it’s one child in our own backyard or an education community across the globe. We are bold thinkers and standout innovators who motivate each other to explore new frontiers in an environment that supports and inspires us to always be better. By pushing the boundaries of technology — and each other to surpass these boundaries — we create seeds of learning that become the catalyst for the world’s innovations, personal and global, large and small.
Purpose
Lead the global Product and Technology function in identifying strategic capabilities and learning plans to support and grow the business and build critical skills. Plan and execute leadership and management initiatives, career development programs, and deploy general learning through Pearson U. Support the business through transformation and change initiatives as needed.
Key tasks
• Combining their understanding and focus of the business and capability challenges, with current business intelligence and innovation to improve the performance of the business.
• Stakeholder management across the HR Business Partner community and business leaders to understand the business and internal learning needs and decode customer expectations
• Consult on performance challenges and provide learning needs analyses and informal insight to support the business in identifying capability development priorities.
• Co-crafting the learning strategy for the business, aligned to the global learning strategy
• Support and coach the HR Leads in transforming the effectiveness with which the business learns and grows careers.
• Build the leaning plan, sourcing the effective solutions available and engaging with Learning Project Leads to ensure new solutions (make a value added difference to the business) meet the business needs.
• Build trust and credibility through ensuring, implementation of the learning plan aligns to the strategic business priorities and continuously improves the learning experience, whilst also reporting each quarter to demonstrate commercial impact and learning activity in the business.
• Integration of Learning activity into wider initiatives and subjects in the area of Talent, Business Change and Management/ Leadership Development.
• Utilisation of technology and clear processing to ensure Learning activity and ownership is shared with the business to ensure ease of usability and access to learning, diagnostic and change solutions
Key relationships
• HR Business Partners - SVP, VP and Directors
• Senior Business Leaders
• Corporate Affairs/Internal Comms Lead(s) for Technology and Product
• People Manager Community
• Engagement groups, including employee resource groups, that are active in the business
• Learning Investment Review Members in Technology and Product
• Learning Project Leads and Learning Services
• External Learning experts and networking with companies facing similar challenges
• An ability to communicate and discuss across all levels of the business
KPIs
• Creation and execution of a Talent plan by business, geography client area
• % business owning development plan
• Impact of solutions
• Quarterly activity per area
Qualifications
• Key Skills, Experience and Capabilities
◦ Responsiveness to business challenge & change through implementation of solutions
◦ Previous experience as a strategic L&D Consultant or HR Business Partner
◦ Strong leadership capability
◦ Global mindset and experience of working across cultures, languages and business variety
◦ Business awareness and familiarity with operating business models
◦ Commercial acumen
◦ Strong influencing and relationship skills
◦ L&D functional experience with performance consulting, needs analysis and service implementation
◦ Coaching and facilitation skills across varied subjects and groups
◦ General awareness of the HR function and the components within it.
◦ Customer-centric attitude and approach
◦ Self awareness
◦ Change leadership experience
◦ Experience in digital and business transformation preferred