Director Learning Development Jobs in Havertown, PA

Reporting to the Director, Enterprise Learning & Development, as the Associate Director, Learning & Development, Americas, you will be responsible for creating and implementing learning aligned to enterprise and business function talent strategies across the Americas region. You will lead, develop, execute and measure development solutions that drive learning outcomes and strengthens CSL’s ability to attract, develop and retain the best talent. Your solutions will focus on critical knowledge and skills required for leadership, managerial, and employee development linked to CSL’s talent strategies and skill gaps. You will partner closely with the Director of Enterprise Learning, Director of Leadership Development, HR Talent Partners and business leaders to ensure that strategic talent development needs are met. Essential to this responsibility is your ability to forge strong partnerships and collaborate well with HR and business leaders to understand, prioritize and address learning and development needs that forward strategic workforce plans. You will serve as a subject-matter expert and will have deep expertise and passion for learning and development, bringing innovative practices to the organization in areas such as employee and leadership development, digital/online learning, development planning, social learning, etc. Finally, you will manage the Americas L&D team with responsibility for CSL’s Americas-based employees’ learning and leadership development needs.

This is a hybrid role, requiring three (3) days of onsite work weekly. #LI-hybrid

• Partner closely and consult with HR Talent Partners and senior business leaders to execute learning strategies that deliver talent outcomes. Ensure that client learning solutions are aligned with enterprise programs and address strategic workforce plans and succession management objectives.
• Design, develop, deliver and measure programs. Build solutions that strengthen CSL’s capabilities in core areas such as, Leadership Development, Management/Supervisory Development, Employee Development, Digital Learning, and Inclusion & Belonging related learning.
• Provide in-person and virtual facilitation and delivery of L&D learning programs and solutions. Ensure that the programs and solutions offered meet identified development needs and adhere to all local country regulations and requirements.
• Collaborate with HR Business/Talent Partners and the Leadership Development and Talent Strategy teams to support development for Key Talent on succession plans as needed. Support the assessment of leaders against fundamental expectations and help ensure strong development plans are in place and being executed to drive strategic movement and retention of Key Talent.
• Ensure enterprise career and individual development planning expectations are met and enterprise tools and resources are being used throughout assigned audiences to support career progression.
• Ensure execution of CSL’s onboarding program within assigned areas to properly integrate people into CSL. Supplement the enterprise program with additional learning content as needed.   
• Partner with HR Business/Talent Partners and business leaders to ensure execution of mentoring programs and leadership assessment initiatives within assigned areas.
• Ensure alignment of all development programs to The CSL Way, CSL’s Values, and the enterprise learning strategy/curriculum.
• Ensure L&D programs foster a culture of inclusion and belonging.
• Ensure HR Business/Talent Partners and other key stakeholders have excellent knowledge of existing development resources to support Leadership, Management, and Employee development, including knowledge of Leadership & Learning related processes (e.g., Individual Development and Career Planning, Onboarding/Executive Onboarding, Executive Coaching, etc.); Collaborate with HR to lead continuous improvement efforts as needed.
• Provide consultation support to HR Business/Talent Partners regarding preferred providers for executing team effectiveness initiatives.
• Manage projects, vendors and budgets within areas of responsibility; provide vendor recommendations and utilize vendors for learning initiatives as needed.

• Bachelor’s degree in a related field of business is required.
• Advanced degree in a human resources, organization development, or I/O psychology is preferred.
• Minimum of 8 years’ experience in talent management and learning/development positions including a minimum of 4 years’ experience within a for-profit business environment.
• Minimum of 6 years’ experience consulting with clients to define learning strategies and solutions that address capability gaps.
• Minimum of 6 years’ experience leading global/regional learning initiatives or projects.
• Deep knowledge of leadership, management and employee development strategies and contemporary practices and technologies.
• Extensive program design and delivery experience in multiple topics and geographies.
• Experience and related certifications in talent assessment tools (e.g. Insights, Hogan, 360° feedback).
• Capable of influencing organizational outcomes without direct authority.
• Previous people leadership experience required.
• Leadership and delivery of large-scale, business specific learning initiatives.
• Excellent consulting and client relations skills, and ability to influence without authority.
• Strong strategic thinking and analytical skills to identify learning needs and influence stakeholders around solutions using qualitative and quantitative data.
• Strong people management skills and ability to lead in a matrix.
• Deep adult learning knowledge and related company practices to drive skill and behavior change in all segments of the workforce (e.g. leader, manager, employee).
• Excellent facilitation and presentation skills.
• Ability to establish strong credibility with senior leaders.
• Strong written and verbal communication skills (English required).
• Strong project management expertise, including ability to effectively manage multiple projects with conflicting priorities.
• Knowledge and practical application of learning and talent development metrics/KPIs.

Working Conditions

• Office Environment.
• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
• While performing the duties of this job, the employee is regularly required to talk and hear. The employee frequently is required to stand; walk; use hands and fingers to handle or touch/feel; and reach with hands and arms.

Travel Requirements

• 30% travel in domestic and regional locations