Director of Learning and Talent Development

Montclair State University•Montclair, NJ

13h•$140,000 - $160,000

About The Position

Reporting to the Associate Vice President, Organizational and Talent Development, the Director of Learning and Talent Development is responsible for leading and developing a comprehensive learning and development unit to promote professional development and continuous learning for University employees. In this player-coach role, the Director of Learning and Talent Development assesses University-wide learning needs, defines and implements learning and development strategies to address learning, change management, equity and inclusion, leadership development, performance management, staff engagement, and team collaboration for Montclair employees. The Director role requires a consultative leadership approach to collaborate with University partners across academic and administrative units.

Requirements

Bachelor’s degree from an accredited institution in a relevant field.
Minimum of three years of leadership experience in learning, professional development, organizational assessment, performance and retention programs in an organization with 2,000 or more employees / learners or a highly matrixed environment.
Minimum of five years of experience in a higher education, non-profit, or similar complex organization.

Nice To Haves

Master's degree in learning, workforce development, organizational development or field relevant to the position
Successful mentor, motivator, coach and developer of people with proven experience building and leading teams.
Strong leadership skills and ability to influence large teams
Superior analytical, communication/interpersonal, project management, and organizational skills.
Coaching certification.

Responsibilities

Develops and implements learning and development strategies to address learning, change management, equity and inclusion, leadership development, performance management, staff engagement, and team collaboration for Montclair employees.
Leads the development and delivery of a comprehensive suite of learning and development offerings for University employees.
Serves as the institutional authority on employee learning strategy, leadership capability building, and competency-based development
Defines and implements the strategy for learning and development delivery modalities (classroom, hybrid, fully-online, group sessions or self-paced, job aids, videos, among others) to maximize the learning outcome for the learner and return on investment, including evaluation of learning management system alternatives.
Leads the design, implementation, and continuous evolution of the University’s institutional competency framework, serving as the primary architect for competency‑based learning and development across the employee lifecycle.
Defines and implements the strategy and process for evaluating “make vs. buy” decisions for learning and development offerings to maximize organizational impact and return on investment.
Assesses and reviews organizational resources to ensure learning and development resources exist or are developed to support learning needs and the University’s strategic plan.
Utilizes organizational development theory, best practices and approaches (ADDIE model, etc.) to develop and implement effective, comprehensive programs and learning offerings.
Develops an evaluation strategy that applies meaningful and relevant metrics to analyze and evaluate the effectiveness of learning and development offerings.
Develops and launches a multi-phase leadership program to provide managers and supervisors with the skills to excel as leaders (communications, emotional intelligence, equity and inclusion, financial and project management, human resources management, regulatory compliance, performance management, project management, among others).
Leads the development and implementation of a comprehensive new employee orientation program and First Year Employee Experience program to drive retention, engagement and new employee performance.
Delivers learning and development offerings to University employees.
Ensures that results of annual performance management programs are analyzed and training and development offerings are initiated and delivered to address skill gaps.
Manages the Learning & Development budget and resource allocations.
Continues the development of a Learning and Talent Development brand and ensures that all materials, media and web sites reflect the brand.
Builds and manages the Learning & Talent Development team by communicating job expectations, assigning work, establishing goals, evaluating performance, coaching and counseling, when necessary.
Performs other duties as assigned. Management retains the right to add or change job duties at any time.