Learning & Development Director Job

We are looking for a Director, Talent Management and Organization Development to join our Talent Management and Workforce Strategy team that focuses on attracting and retaining high-quality employees, developing their skills, and continuously motivating them to perform at their highest potential in the pursuit of achieving the University’s mission. This role will report to the Sr. Director of Talent Management and Organizational Development and lead the design, development, implementation and maintenance of Stanford’s learning and development initiatives , with a primary focus on leadership development through sharing of ideas, expertise and insights. It is an exciting opportunity to serve as a liaison between University Human Resources and all schools/business units to help maximize the potential of our leaders by effectively supporting their growth. This position is a hybrid eligible role and the incumbent will be expected to come into the Redwood City office a minimum of two days a week. The specific days of the week may be subject to change based on business needs.

As a Director, your responsibilities include:

• Managing the Learning Ecosystem
• Lead and manage staff in the planning, strategy, and execution of learning and development solutions and systems that are integral to our school/unit plans, people, and culture.
• Provide thought leadership, advice and counsel on learning and development strategy, direction, and interventions to senior leaders and/or HR business partners.
• Translate business strategy into a learning and development strategy for the university.
• Identify learning needs, build upon existing content and drive a comprehensive learning strategy based on persona and career stage and using a broad range of tactics including in-person and virtual workshops, external programs, elearning, and on the job training to meet Stanford business needs.
• Apply a rapid design process starting with needs analysis to determine appropriate staff development program requirements, methodologies, and modality.
• Bring effective learning programs and interventions from ‘design to delivery’ that develop the skills, capabilities, and knowledge that our employees and leaders need now and in the future.
• Develop and drive enterprise-wide people manager and leadership programs and initiatives.
• Manage a portfolio of talent programs, processes, tools, and frameworks with appropriate customization at the school/ unit level.
• Identify, select, and manage vendors that design and deliver training programming. Work with external vendors as needed to identify training solutions that are effective. and scalable. Manage budget and vendor relationships.
• Continuously improve previous existing programming to strengthen learning outcomes.

Build strong relationships

• Participate as an active thought partner and team member within the broader HR community to partner effectively with business unit managers and the leaders.
• Work with Communication team to develop strategic internal communications campaigns supporting our Learning & Organizational Development initiatives.
• Ensure all Cardinal at Work website are up-to-date.
• Collaborate with cross-functional team members and stakeholders, including finding opportunities and alignment with other learning providers.
• Lead and coach others, fostering growth through feedback, instruction, and encouragement that builds on strengths and identifies areas for growth.

Analyze and sustain

• Evaluate results from learning and development and university management metrics.
• Develop assessments and collect feedback to measure progress and evaluate efficiency of training.
• Review and evaluate existing or proposed programs, and recommend appropriate changes.
• Provide reporting and updates on the learning and development progress of the company.

The expected pay range for this position is $166,000 to $180,000 per annum.
Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs.

At Stanford University, base pay represents only one aspect of the comprehensive rewards package. The Cardinal at Work website (https://cardinalatwork.stanford.edu/benefits-rewards) provides detailed information on Stanford’s extensive range of benefits and rewards offered to employees. Specifics about the rewards package for this position may be discussed during the hiring process.

The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned.