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Director of Talent & Development
Monro Muffler Brake
Rochester, NY, United States
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Company Description
Monro Inc., is a leader in the automotive maintenance and repair services industry. We are country’s top company-owned automotive repair chain, and our success is driven by employing great people who commit every day to putting our guests first--selling them only what they need and making sure the work performed on their cars is done right the first time, every time.
Founded in 1957 in Rochester, New York, we now have over 1,180 company-owned locations servicing over four million cars each year in the US in 28 eastern and mid-western states. Monro offers our guests a wide range of tire choices and repair services, such as exhaust, brake, suspension, alignment, ride control, tire, battery, electrical, air conditioning and scheduled maintenance services under several leading brands. We are a publicly traded company and a top performer on the NASDAQ both in our results and our return to our investors.
Job Description
This Director of Talent and Development will be responsible talent and employee development for Monro, Inc. This includes the overall strategy for recruitment, hands-on management of recruitment for all Support Center positions and provides support, alignment and leadership with the field organization. Additionally, the position is responsible for working within the organization to recommend and design training, development and deployment of training, development and diversity programs and initiatives through Monro University. Manages Hiring Coordinators, Talent Coordinators, Instructional Designers. Partner with hiring Directors, HR Business Partners and/or Chief Human Resources Officer to create all new job descriptions. Work with the Compensation Specialist to create salary ranges for all new job descriptions and verify that current salary ranges have fair market value on a periodic basis.
Development
• Design, develop and implement learning strategies that include approaches/solution to address specific functional/technical skills and development needs for Monro.
• Design and develop creative, learner-centered, performance-based training materials in multiple modalities including classroom, job aids, facilitator guides, and participant guides. Including interactive eLearning modules and videos.
• Complete the implement of Monro University the Learning Portal (LMS), with a focus on ease of access and blended learning model.
• Work to integrate resources from TPG and vendors as well as develop a leadership development curriculum for leaders and Directors across various levels.
• Partner cross-functionally to deliver cohesive core and functional training plans for specific roles
• Assess individual department learning needs and develop quality interactive training documents and/or blended learning outcomes (such as eLearning, videos and podcasts) for company-wide implementation.
• Develop teaching aids such as operating procedures, training handbooks, demonstration models, multimedia visual aids, or tutorials.
• Execute training within a competency model which will link to learning and development strategies.
• Create and deploy a career development framework that enables employees to continue to develop and advance in the organization.
• Deliver systems, product and process training using a variety of delivery methods to keep learners fully engaged.
• Measure results of learning and development programs to demonstrate impact on the business.
• Stay apprised of current sales enablement issues and trends.
• Ensure that training curriculum is relevant and linked to the mission, vision and values of Monro Inc.
• Responsible for leadership and coordination around design, development and execution of New Employee Orientation programs.
• Ensure that the knowledge/skill gaps impacting employee performance are identified, assessed
• Use various methods to determine effectiveness of training solutions to ensure desired results were achieved.
• Work closely with the Chief Human Resources Office and the COO to determine additional training needs including management training, team building, diversity training, coaching and communication for companywide initiatives to reflect current status and conditions.
• Prepare periodic training updates or reports to Executive Management as necessary or requested.
• Determine that the most appropriate instructional delivery method is adapted to meet business needs.
• Validate training solutions to ensure they meet all learning objectives.
• Estimate and manage the cost for providing specific training solutions.
• Assist Human Resources Business Partners in identifying and evaluating training and development needs throughout the organization.
Diversity
• Work with the leadership team to encompass diversity into the mission, vision and values at Monro Inc.
• Develop strategies for implementing inclusion objectives into operations to ensure that Inclusion principles help drive the business strategy and ensure that Directors and employees see the impact.
• Assist management with not only understanding individual differences, but also work with others in a manner that maximizes everyone’s contribution to the organization.
• Create an environment where not only are diverse people recruited into the organization, additionally both the company and the individual work together to develop a mutually beneficial relationship.
• Develop and manage training, development and information sessions that will build the organization's ability to understand inclusion principles and learn how to manage and leverage diverse perspective effectively.
• Partner with Human Resources Business Partners to ensure that talent management activities (recruitment, selection, placement, orientation, development, mentoring and rewards) support inclusion objectives.
Performance Management
• Implement, develop and maintain performance management tools and related processes, including project planning, execution of performance management processes throughout the year, ongoing process improvement and effective integration of current and future HRIS systems.
• Manage the performance management process including coaching, development, training and communication to ensure continued alignment of strategic priorities with individual goals.
Succession Planning
• Work with key levels of management on succession planning, leadership development and effective utilization of talent to ensure an adequate talent pipeline.
• Create and implement succession plans across the organization to include identification of high-potential staff and development programs aimed at their retention a growth.
• Introduce and implement 9-Box approach to succession planning.
• Conduct annual sessions with key management to review their teams.
Qualifications
• Bachelor’s degree in business, communications, education, organizational effectiveness.
• 5 or more years’ experience talent acquisition, training, team building and change management.
• 3 or more years’ experience managing a department of 3 or more employees.
• Familiarity with designing courses in an LMS system.
• Demonstrated experience in conducting training needs analyses, interpreting and communicating the data and delivering solutions to address the gaps.
• Must be detailed-oriented, motivated, self-starter, with excellent time management and organization skills.
• Proven experience in writing, reviewing, and editing storyboards.
• Experience integrating social media applications for talent acquisition and educational purposes valued.
• Excellent training and presentation skills.
• Ability to explain complex information in clear, concise terms (above average written and verbal communication skills).
• Experience working in a fast-paced, sometimes ambiguous environment.
• Collaborative team member with the ability to interact with individuals at all levels of the organization.
• Strong interpersonal skills including verbal and written communication, group, process and meeting facilitation, and networking.
• Experience designing and developing training programs and processes, support materials and interactive activities to support learning strategies.
• Serve as an internal resource providing coaching and consultation to Operations staff.
• Proven understanding of the complexities of managing recruitment and development in a dispersed workforce.
• Proficiency using various methods to identify and assess training needs.
• Exceptional presentation skills.
• Strong ability to work with Microsoft Office applications (Excel, PowerPoint, Word and Outlook).
• Experience with Articulate, SCORM compliant and LMS systems.
• Ability to handle confidential information with professional ethics and integrity.
• Excellent conflict resolution skills.
• Ability to make decisions on what needs to be done based on clearly established guidelines.
• Up to 25% travel required.
Additional Information
All your information will be kept confidential according to EEO guidelines.
Equal Opportunity Employer
This brief summary is not an all-inclusive description of job duties. Other job duties and responsibilities may also be assigned by the incumbent’s Director at any time based upon Company need.
Monro Inc. is a proud Equal Opportunity employer, m/f/d/v.