Dir, Organizational Learning & Development

As the Director, Organizational Learning and Development you will lead the charge to develop Konica Minolta into a world class learning-centric organization. You will own the Learning & Development vision, mission, strategy, business plan, goals, execution and measurement to implement dynamic and innovative learning systems that are integral to the success of our organization. You will allow us to better prepare our people to actualize their talents, be that as leaders or as incredible independent contributors.

You will lead and develop the Learning and Development Team, to ensure that the L&D delivery model meets the needs of the business to ensure continued business growth and success.

• Own the strategy, design, development, delivery, and iteration of learning experiences for all employees at all levels - creating an impactful suite of ongoing learning journeys using relevant research that support the needs of the business to achieve goals and objectives.

• Develop strong relationships with key stakeholders to ensure that L&D programs are aligned with specific business priorities and outcomes. Carry out ongoing learning reviews to calibrate ongoing relevance and impact in delivery.

• Design, implement and facilitate enterprise and functional learning and development programs, consistent with best practice and innovative approaches, to address new hire on-boarding, new role transitions and proficiency building.

• Develop the infrastructure for all learning and development programs by establishing standardized methods and procedures for delivery, evaluation, measurement and reporting.

• Develop metrics to enable robust evaluation strategies to measure learner outcomes, productivity & business impact of learning solutions. Leverage data insights to drive, modify and create future learning offerings.

• Select and implement a LMS that will span departments and geos and allow us to better track and assess the effectiveness of our learning programs.

• Effective management and development of L&D outsourcing contracts and partnership requirements as needed. Identifies and engages external consultants/partners, including directing and monitoring their work. Works with vendors and subject matter experts to deliver comprehensive learning solutions.

• Expertise in the design and development of employee engagement and pulse surveys, including analysis of data to identify and share insights to marketing, HR and business leaders.

• Responsible for innovation in learning design and the development of a range of delivery methods to meet the needs of the business, including the ongoing development of e-learning. Ensures diversity of delivery methods, including in-person, webinars, eLearning, podcasts, cohort programs, etc., to meet the needs of our employees, teams and organization. Ability to adapt facilitation style to engage audiences across a spectrum of levels, functions, and needs.

• Provide excellent coaching, performance management and development of the L&D team to ensure their continued performance, engagement and development

• Build a culture of high performance in the Learning and Development function, ensuring that professional capability is maintained and developed.

• Provide ongoing review of L&D analytics and ROI with plans to ensure data-driven decision making and continuous improvement of the L&D function.

• Effectively manage the L&D budget to ensure best use of funds available

• Be the relevant point of contact to give support and focus to key learning and development projects ensuring that best practice is shared and implemented

• Communicate directly with HR organization regarding all L&D activities

• Build and maintain annual strategy to develop, execute and maintain all L&D activities

• Leads L&D strategies in partnership with the HR teams and other leaders to assess needs and identify opportunities to build and implement appropriate learning and organizational development solutions that develop and engage our employees. Collaborates with HR to design, develop and implement talent management processes like talent and succession planning, talent assessment strategy and performance development processes across the organization.

• Prepares budgetary recommendations that meet departmental goals and provide for effective management of resources.

• Demonstrated experience articulating a vision, translating it into executable strategy and driving cross-functional teams to deliver against the plan

• Deep knowledge of how people learn/change behaviors and how to deliver large-scale programs and interventions

• Proven track record in delivery and facilitation of learning programs in a variety of formats (in-person, virtual, multi-session)

• Proven expertise in using data to inform decisions on effectiveness of development experiences - and an understanding of what creates both learning and behavior change resulting in measurable improvement

• Demonstration of business impact through metrics; gain mindshare with data/research

• Knowledge of core learning theories, frameworks and assessments and ability to use these in a practical way at work

• Knowledge and ability to control planning, staffing, budgeting, managing expense priorities; with an ability to recommend and implement changes to methods

• Demonstrated ability to think strategically and translate business performance gaps into learning and development strategies

• Travel required 50%

• Bachelor's degree preferred

• Five (5) years of people management experience

• Ten (10) years of experience in areas of learning, including: Corporate Learning & Development, facilitation, design, development or related experience

• Master's degree in Instructional Design, Business Management, Organizational Management or other related field from an accredited college or university is a plus

• Experience with leading, improving, utilizing ad maintaining a learning management system

• Experience and/or deep subject matter expertise in driving career and professional development

• Experience using technology to curate and deliver high-impact learning

• Experience developing learning curriculums - conducting needs analysis, designing learning programs and facilitating experiential learning programs with demonstrated results