Cincinnati Children's Hospital Medical Center - Learning & Development Careers

Learning & Development Jobs
at Cincinnati Children's Hospital Medical Center

Full Job Title: DIRECTOR - INTEGRATED LEARNING

Job Number: 95918

Location: Cincinnati, OH

Date Posted: 11-29-2017



DEPARTMENT: Talent- Integrated Learning

SUPERVISOR'S TITLE: AVP Talent

COLLABORATIVE RELATIONSHIPS: Talent Team, Human Resources, Patient Services, Department of Pediatrics, Research Foundation, IS, HPCE, other Cabinet members and their departments; members of Education Committee of the Board; members of the Education Steering Committee

TITLES SUPERVISED: Program Managers, Facilitators, Instructional Designers, Media Production Specialist, Coordinator TOTAL NUMBER OF FTEs DIRECTLY & INDIRECTLY SUPERVISED: 8-12

PURPOSE OF POSITION: Provide leadership of CCHMC integrated learning and training programs. Oversee leadership development, employee development approach and programs in conjunction and alignment with the overall Talent Strategy. Provide leadership and direction for content, delivery modality, measurement, evaluation, and learning architecture. Provide data for informed decision making for learning. Ensure design and application of learning best practices, medical center-wide. Implement customized training programs and materials to aid employees in the development of job-related skills and competencies, throughout the medical center. Conduct education research, publish and enhance CCHMC education brand and reach as appropriate.

Responsibilities
·Organizational Learning Strategy and Design
Design and drive progressive learning enterprise-wide. Knowledge of training systems management and needs assessment addressing a diverse group of professionals and demographic backgrounds. Develop and implement a scalable enterprise-wide training curricula that supports business goals and results in increased knowledge, skills and capabilities of employees. Responsible for ensuring training effectiveness is achieved through design and delivery of instructor led and eLearning programs throughout the organization, including 1:1 coaching, classroom and applied learning. Work in partnership with the organization to identify training needs and implement new programs to address those needs. Work closely with a variety of subject matter experts to create, refine and enhance training content and programs. Maintain in house training content, curriculum, schedules, and communicate regularly with Talent and organizational leadership. Maintain a keen understanding of training trends, developments and best practices Constructs a structural bridge between academia and patient care service to maximize full human potential.
·Leadership Development
Plan and execute leadership development strategies. Aligns leadership development strategies with Talent & business strategies and performance targets. Promotes and leverages enterprise and regional leadership development programs. Inspires and leads change, drives for organizational improvements, and builds consensus between entities. Design and implement robust and aligned leadership development approach.
·Training and Workshops
Consults with leaders to assess and analyze the learning needs of employees based on current and future strategic plans. Delivers high quality management/leadership training and practice workshops. Designs and implements development forums. Leads local learning councils to coordinate learning strategies. Facilitates new manager orientation training. Reports on progress of employees under guidance during training periods. Maintain trainee records. Facilitates classes as needed. Develops & delivers presentations, stand up training, or instruction to staff and management. Responsible for developing and implementing enterprise-wide architecture for leadership development, professional development and best practices content/curriculum for employees. This includes but is not limited to: employee needs analysis, leading in-house training in conjunction with Talent Leader, executive team and faculty, ongoing evaluation of current training and implementation processes and developing efficiencies to scale customer training.
·Team Management and Performance
Trains and coaches integrate learning team members. Tests trainees to measure progress and to evaluate effectiveness of training. Supervises a team of corporate trainers, instructional designers and LMS Administrator. Responsible for all aspects of LMS system functionality. Sets goals, establishes priorities, manage resources, develop concepts and approaches, review projects progress and results; make recommendations & decisions appropriately. Manage the selection, development, motivation, appraisal, coaching and discipline of team members. Ensure that job requirements and goals for each position are clear to employees. Determine and monitor implementation of continuing education goals of the department. Assess, develop, implement and maintain appropriate department policies, procedures, job descriptions and philosophy as consistent with Cincinnati Children's policies and values.
·Needs Assessment, Quality Control and Measurement
Develop and implement internal systems and procedures to ensure cost effectiveness, consistency and quality of training program development and delivery. Continually monitor, review and enhance curricula to ensure maximum effectiveness. Manage training events calendar and budget. Monitor and evaluate operations, programs, processes and/or practices for quality and effectiveness; make recommendations for improvement. Research, plan, and implement leading technologies for the adult learning industry. Identify and assess future and current employee training needs through job and skill set analysis and consultation with staff managers. Deploy a variety of training methods to align with best practices for adult learning. Resolve any specific training problems and tailor programs as necessary. Manage effective use of external vendors, in-house facilitators and subject matter experts, including assessment, negotiation when required and assurance of results. Ensure effective and cost efficient delivery of learning programs that demonstrably improve individual and organizational performance.

Skills & Competencies
·Communication - Advanced
Excellent verbal, written and interpersonal communication skills.
·Management
Demonstrated leadership and management skills
·Multi-task
Ability to effectively manage multiple tasks simultaneously
·Professional Demeanor
Demonstrates an independent work initiative, sound judgment, diplomacy, tact and professional demeanor
·Other
Knowledge and experience with a range of end user tools and process in learning theory, change management, cognitive theory, and socio-technical systems transformation. Demonstrated knowledge of training systems management and needs assessment. Expert knowledge and administrative ability sufficient to develop, improve and apply procedures/processes to accomplish complex assignments. Presentation/meeting design and analytical thinking skills.

Required:
·Master's Degree with emphasis in training & development or adult learning and development
·10 years' experience in education services in a highly complex organizational setting
·Knowledge & exp with a range of end user tools & process in learning theory, change mgmt, cognitive theory, and socio-technical systems transformation

Preferred:
·PhD or EdD in relevant field- i.e. ed psy, ed, adult L&D, curriculum & instruction

Cincinnati Children’s is an Equal Opportunity Employer. Qualified applicants receive consideration for employment without regard to race, color, religion, sex, national origin, age, genetic information, physical or mental disability, military or veteran status, sexual orientation, gender identity/expression, or other protected status in accordance with applicable federal, state, and local laws and regulations. If you would like more information about equal employment opportunity (EEO) rights as an applicant under the law, please click here

Cincinnati Children’s will not discriminate against applicants and employee for inquiring about, discussing or disclosing their pay or, in certain circumstances, the pay of their co-workers. If you would like more information about the Pay Transparency Nondiscrimination Provision, please click here