Reporting to the Chief People Officer, the Senior Director, Leadership Development (SDLD) is responsible for developing, maintaining and evaluating the effectiveness of learning solutions. The SDLD places a high emphasis on supporting and driving achievement of KIPPs strategic goals by leveraging Talent expertise, initiatives, tools, and techniques. S/he will manage the strategy and execution of the KIPP Foundation competency framework, performance management initiatives and people development, ensuring proper integration into talent management processes covering the full span of the 'employment life cycle.' The SDLD shares our belief that people are our most important asset.
In addition, the SDLD supports a portfolio of internal client groups as an HR Business Partner, acting as the primary point of service contact for the leadership group and employees on interpreting human resource policies, procedures, and practices.
KEY RESPONSIBILITIES Leadership Development Lead and identify leadership competency frameworks and performance management frameworks needed to support culture and engagement Ensure effective delivery and implementation of the organization's suite of Leadership Development programs. Drive the communication strategy with key stakeholders regarding the availability and status of leadership development programming Facilitate Train-the-Trainer workshops, as needed for leadership programs delivered by internal facilitators Manage Executive Coaching requests/process Develop and maintain strong synergistic relationships with colleagues and customers, including those internal to Human Resources (e.g., HR Business Partners) Manage vendor relationships and budgets associated with leadership development initiatives Oversee necessary logistics such as training rooms, external venues and provide supporting training materials, etc. (as applicable)
HR Business Partner Partner with leaders regarding: employee relations, organization development, talent acquisition, learning & development, performance management, culture, total rewards, etc. Apply change management principles as initiatives are discussed, designed, developed, and executed Partner with others to build Talent capability and knowledge within the department, specifically with respect to system and process (best practice) Facilitate the cascading of the talent initiatives and practices throughout the organization Provide counseling and coaching to managers (and employees) regarding day-to-day employee/manager interactions Partner with clients to implement all elements of performance managements process including: cascading goals, feedback, coaching, development plans, career discussions, appropriate documentation, and appropriate actions for performance issues, etc.
COMPETENCIES Change Management Systems Thinking Consulting Approaches Organizational Development (a plus) Conflict Management Influencing Skills Learning and Development Associated topics: benefit, compensation, employee, enrollment, hr, human resource, interview, recruiter, talent accquisition, talent management
* The salary listed in the header is an estimate based on salary data for similar jobs in the same area. Salary or compensation data found in the job description is accurate.