Manager, Learning - High-Potential and Executive Development

The Home Depot; United States; A distancia; USD 110.000 - 140.000; Jornada completa

Descripción de la vacante

The Home Depot is actively seeking a Manager, Learning – High-Potential and Executive Development to shape leadership programs across the enterprise. You will design, deliver, and measure experiences for high-potential and executive talent, partnering with HR, business leaders, and external providers to drive impact.

You will lead cross-functional teams, steward budgets, and continuously use feedback and data to improve program effectiveness and participant experience, influencing leadership

Formación

• Experience designing leadership development programs.
• Ability to partner with executives and stakeholders.
• Experience measuring program effectiveness with metrics.

Responsabilidades

• Forecast training demand and schedule programs.
• Design scalable learning solutions.
• Manage content, operations, and reporting.
• Maintain budget and process efficiency.

Conocimientos

Leadership development

Program management

Stakeholder collaboration

Executive development

Learning strategy

Educación

Bachelor's degree in Human Resources / L&D / Organizational Development

Herramientas

Learning Management System (LMS)

Workforce development platforms

Descripción del empleo

With a career at The Home Depot, you can be yourself and also be part of something bigger.

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 andexperiences. This role leads the design, delivery, operations, and measurement of those experiences while ensuring a seamless and impactful participant experience. The Manager, Learning partners withHR, 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 programeffectiveness.

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 theLearning Management System.
• Manage day-to-day operations of ongoing learning and development solutions.
• Create and manage efficient internal processes to drive optimum program participation andexecution.
• 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 mosteffective 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 communicationand change plans for major initiatives.
• Serve as key stakeholder partnering with the Product team to design, test, and deploy newfunctionality, 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 associatecompetence 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 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.
  

Direct Manager/Direct Reports:

• This Position typically reports toSr. Director/Director or Senior Manager.
• This Position has 0 Direct Reports

Travel Requirements:

• Typically requires overnight travel less than 5% of the time.
  

Physical Requirements:

• Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions, there may be a need to move or lift light articles.
  

Working Conditions:

• Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.

Minimum Qualifications:

• Must be eighteen years of age or older.
• Must be legally permitted to work in the United States.
  

Preferred Qualifications:

• Bachelor’s degree in Human Resources, Learning & Development, Organizational Development,Business Administration, Education, or a related field.
• Experience planning, managing, and executing leadership development programs orexperiences.
• Experience supporting high-potential, leadership, executive, or talent development initiatives.
• Strong program and project management experience, including managing multiple priorities andstakeholders simultaneously.
• Experience partnering with executives, external providers, coaches, faculty, and cross-functionalteams to deliver large-scale initiatives.
• Experience using participant feedback, survey results, and data insights to evaluate programeffectiveness and identify opportunities for improvement.
• Strong communication and relationship-building skills with the ability to influence andcollaborate across levels of the organization.
• Experience coordinating leadership experiences, executive onboarding, executive coaching, orsimilar talent development programs.
• Experience working with learning technologies, talent systems, or learning managementsystems.
• Retail industry experience or Home Depot equivalent preferred.

Minimum Education:

• The knowledge, skills and abilities typically acquired through the completion of a high school diploma and/or GED.

Preferred Education:

• The knowledge, skills and abilities typically acquired through the completion of a bachelor’s degree program or equivalent degree in a field of study related to the job.

Minimum Years of Work Experience:

• 4
  

Preferred Years of Work Experience:

• 4

Competencies:

• Collaborates
• Manages Complexity
• Optimizes Work Processes
• Plans and Aligns
• Communicates Effectively
• Customer Focus
• Drives Results