Manager, Learning - High-Potential and Executive Development

Home Depot; Georgia; On-site; USD 120,000 - 160,000; Full time

Job summary

Home Depot is seeking a Manager, Learning - High-Potential and Executive Development to lead leadership programs across the enterprise. You will design, deliver, and measure experiences that grow future leaders, partnering with HR, business, and executives to drive impact.

You will oversee program operations, budgets, stakeholder communications, and the integration of feedback to improve effectiveness, ensuring a seamless, high quality participant experience.

Responsibilities

• Forecast training demand to ensure that training schedules meet the needs of the business.
• Create broad, scalable approaches to execute learning solutions.
• Develop, manage, and report on project plans to support content strategy.
• Create and deploy learning programs and reporting solutions to specific audiences within the Learning Management System.
• Manage day-to-day operations of ongoing learning and development solutions.
• Create and manage efficient internal processes to drive optimum program participation and execution.
• Monitor program/process expenses and keep the budget up to date.
• Partner with the LSM to ensure learning plans are relevant and up-to-date.
• Monitor, measure, and report on the effectiveness of learning and development solutions.
• Partner with LSM to assess the impact of learning on business and individual performance and create action plans for continuous improvement.
• Ensure a relevant, seamless, and impactful participant experience.
• Forecast training demand to ensure that training schedules meet the needs of the business. Create broad, scalable approaches to execute learning solutions. Develop, manage, and report on project plans to support content strategy. Create and deploy learning programs and reporting solutions to specific audiences with

Job description

Position Purpose:

Manager, Learning - High-Potential and Executive Development supports the development of high potential and executive talent across the enterprise through leadership development programs and experiences. This role leads the design, delivery, operations, and measurement of those experiences while ensuring a seamless and impactful participant experience. The Manager, Learning partners with HR, business, and learning leaders, and regularly interfaces with executives, external providers, coaches, and faculty to bring leadership development strategies to life through strong program management, stakeholder partnership, and the continuous use of feedback and insights to improve program effectiveness.

MAJOR TASKS, RESPONSIBILITIES AND KEY ACCOUNTABILITIES

Program and/or Solution Management (45%)

• Forecast training demand to ensure that training schedules meet the needs of the business.


• Create broad, scalable approaches to execute learning solutions.


• Develop, manage, and report on project plans to support content strategy.


• Create and deploy learning programs and reporting solutions to specific audiences within the Learning Management System.


• Manage day-to-day operations of ongoing learning and development solutions.


• Create and manage efficient internal processes to drive optimum program participation and execution.


• Monitor program/process expenses and keep the budget up to date.

Program and/or Solution Effectiveness (25%)

• Partner with the LSM to ensure learning plans are relevant and up-to-date.


• Monitor, measure, and report on the effectiveness of learning and development solutions.


• Partner with LSM to assess the impact of learning on business and individual performance and create action plans for continuous improvement.


• Ensure a relevant, seamless, and impactful participant experience.

Cross-functional Coordination (20%)

• Build collaborative, influential relationships with a variety of business, HR, and Learning partners to accomplish learning goals and drive execution.


• Communicate program/process status to key internal stakeholders.


• Partner with Design & Development, Technology, and/or Delivery teams to deliver the most effective learning solutions for assigned roles/content areas.


• Serve as a point of contact and support for client groups, keeping them informed of program/process status and addressing challenges as they arise.


• Partner with Learning Strategy and business partners to develop and execute communication and change plans for major initiatives.


• Serve as key stakeholder partnering with the Product team to design, test, and deploy new functionality, security, and processes within the Learning Management System.

Content Area (10%)

• Assist Director/Sr. Manager Learning Strategy in determining learner needs by role/content area.


• Contribute to the design of learning solutions to address learner needs and increase associate competence and confidence.


• Manage independent learning projects as needed

Key Responsibilities

• 10% - Content Area - Assist Director/Sr. Manager Learning Strategy in determining learner needs by role/content area. Contribute to the design of learning solutions to address learner needs and increase associate competence and confidence. Manage independent learning projects as needed.


• 20% - Cross-functional Coordination - Build collaborative, influential relationships with a variety of business, HR, and Learning partners to accomplish learning goals and drive execution. Communicate program/process status to key internal stakeholders. Partner with Design & Development, Technology, and/or Delivery teams to deliver the most effective learning solutions for assigned roles/content areas. Serve as a point of contact and support for client groups, keeping them informed of program/process status and addressing challenges as they arise. Partner with Learning Strategy and business partners to develop and execute communication and change plans for major initiatives. Serve as key stakeholder partnering with the Product team to design, test, and deploy new functionality, security, and processes within the Learning Management System.


• 25% - Program and/or Solution Effectiveness - Partner with the LSM to ensure learning plans are relevant and up-to-date. Monitor, measure, and report on the effectiveness of learning and development solutions. Partner with LSM to assess the impact of learning on business and individual performance and create action plans for continuous improvement. Ensure a relevant, seamless, and impactful participant experience.


• 45% - Program and/or Solution Management - Forecast training demand to ensure that training schedules meet the needs of the business. Create broad, scalable approaches to execute learning solutions. Develop, manage, and report on project plans to support content strategy. Create and deploy learning programs and reporting solutions to specific audiences with