Training and Professional Development Lead, Educator Consultant III

King County; Seattle (WA); Híbrido; USD 110.000 - 150.000; Jornada completa

Ventajas ofrecidas por este puesto de trabajo

Hybrid work model

County-issued laptop

Descripción de la vacante

King County's Department of Community and Human Services seeks a Training and Professional Development Lead to shape how employees learn and grow. You will build departmentwide programs, create role-based tracks, and strengthen supervisor development to support equity and organizational change.

Reporting to the Chief People Officer, you will partner with HR and the Equity, Inclusion, and Belonging team to plan, implement, and measure learning initiatives across the department.

Formación

• At least ten years planning and leading training or professional development programs.
• Five or more years supporting organizational change and helping employees adopt new practices.
• Experience applying equity, accessibility, and inclusion principles to learning.
• Ability to design learning experiences, facilitate training, and evaluate results.
• Strong communication with leaders and staff across levels.
• Experience partnering with senior leaders and coordinating cross‑functional projects.

Responsabilidades

• Build departmentwide training and professional development programs.
• Develop standardized training and rolebased learning tracks for staff.
• Coordinate required training across the department (contract management, compliance, safety).
• Partner with subject matter experts to align training with standards and avoid duplication.
• Establish a centralized process to track training requirements and deadlines.
• Develop onboarding programs to orient new employees to the department and roles.
• Design supervisor and leadership development programs focusing on communication and accountability.
• Maintain a departmentwide training calendar and easy access to resources.
• Assess learning needs with leaders and adjust resources and priorities accordingly.
• Evaluate training effectiveness and iterate programs based on feedback.

Conocimientos

Leadership

Training program development

Change management

Equity and inclusion

Communication

Project management

Learning management systems

Herramientas

LMS

Descripción del empleo

King County's Department of Community and Human Services (DCHS) provides equitable opportunities for people to be healthy, happy, and connected to community.

Do you enjoy helping people learn, grow, and succeed? Are you someone who can turn big ideas into practical programs that make a difference?

DCHS is building a more coordinated approach to employee learning and professional development, and we are looking for someone to help lead this work.

As our Training and Professional Development Lead, you will have the opportunity to shape how employees across the department learn and grow. You will build consistent training programs, create learning opportunities tailored to different roles, strengthen supervisor and leadership development, and help teams navigate organizational change. Your work will help employees feel prepared, supported, and equipped to serve our communities.

Reporting directly to the Chief People Officer, you will work with leaders and teams across the department to understand learning needs, set priorities, and develop practical solutions. You will also partner closely with Human Resources, the Equity, Inclusion, and Belonging team, and the Contract Management Learning and Development Manager.

This role offers the opportunity to build a department wide learning program, influence how we work together, and help create a culture where learning and growth are part of everyday work.

Training and Professional Development

• Build and lead a departmentwide training and professional development program that supports employee growth and department priorities.
• Develop standardized training and role-based learning tracks that give employees the knowledge and skills they need for their work.
• Coordinate required training across the department, including contract management, anti-fraud, compliance, safety, and other mandatory education.
• Partner with the Contract Management Learning and Development Manager and other subject matter experts to align specialized training with departmentwide standards and avoid duplication.
• Establish a centralized process to track training requirements, completion, and deadlines, and provide supervisors with reports to support employee accountability.
• Develop a consistent onboarding program that helps new employees understand the department, their roles, and the training they need to succeed.
• Design and coordinate supervisor and leadership development programs focused on communication, performance management, accountability, conflict resolution, and employee engagement.
• Maintain a departmentwide training calendar and make learning resources easy for employees to find and use.
• Work with department leaders to identify learning needs, set priorities, and recommend how to use available training resources.
• Evaluate training effectiveness, gather feedback, and improve programs based on employee and department needs.

Equity, Inclusion, and Belonging Education

• Partner with the Equity, Inclusion, and Belonging team to plan, develop, and deliver learning opportunities that support equitable service delivery and employee belonging.
• Establish shared training priorities and responsibilities with the Equity, Inclusion, and Belonging team.
• Develop and facilitate learning that helps employees recognize and address barriers experienced by the communities we serve.
• Incorporate equity, accessibility, cultural responsiveness, and inclusive practices into employee and leadership development.
• Work with leaders and divisions to identify education needs and help employees apply equitable practices in their work.
• Gather feedback and assess how well learning opportunities support department priorities and community needs.

Organizational Change Management

• Advise department leaders and project teams on strategies to help employees understand and adapt to organizational changes.
• Develop change-management plans that address communication, employee engagement, training, and ongoing support.
• Lead or coordinate change-management and learning activities for major department initiatives, including recommendations from the Level Up assessment.
• Work with leaders to understand how changes affect employees and identify the tools, resources, and support teams need.
• Facilitate workshops and discussions that help employees and leaders prepare for and implement changes.
• Evaluate progress, gather feedback, and adjust approaches to help new practices become part of everyday work.

Leadership and Decision-Making

This position serves as the department's lead for training and professional development. You will work directly with the Chief People Officer and other department leaders to shape long-term learning priorities, recommend resources, and establish consistent training standards.

Although you will not supervise employees, you will lead projects, guide cross-functional teams, and coordinate training efforts across the department. You will have the opportunity to influence department wide practices, advise leadership, and develop programs that support employees at every level.

You will oversee the coordination and quality of department wide learning programs while partnering with divisions and subject matter experts who develop and deliver specialized training.

We are looking for someone with experience leading education, training, workforce development, organizational development, or related programs.

• A minimum of ten (10) years of experience:
  • Planning and leading training or professional development programs.
  • Designing learning experiences, facilitating training, and evaluating results.
  • Developing supervisor and leadership learning opportunities.
  • Managing projects, setting priorities, and coordinating resources.
• A minimum of five (5) years of experience supporting organizational change and helping employees adopt new practices.
• Applying equity, accessibility, and inclusion principles to learning.
• Using training data and feedback to improve programs.
• Communicating clearly with people at all levels of an organization.

King County will consider equivalent combinations of education and experience that demonstrate the required knowledge and skills.

Desired Qualifications

• Experience building or leading training programs in government, human services, or another large organization.
• Experience creating standardized training programs, role-based learning tracks, and employee onboarding.
• Experience coordinating required employee training and tracking completion.
• Experience developing leadership and supervisor training.
• Experience developing and facilitating equity, inclusion, and belonging education.
• Experience supporting organizational change and process improvement.
• Experience using learning management systems and evaluating training effectiveness.
• Experience partnering with senior leaders and coordinating projects across multiple teams.

Additional Position Information

• This position has been designated Non-Mission Critical. Unless otherwise directed by the County Executive, department director or agency head, all employees, regardless of designation, are expected to report to work or request leave during an emergency or inclement weather. For more detailed information, please visit HR Policy County Operations During Emergency Situations and the King County Guidelines for Workforce Management in an Emergency.
• This position works in a hybrid model, with days in the office as well as telecommuting. The ratio of remote to onsite work will be dependent on business needs and is subject to change. The primary onsite location is Chinook, 401 5th Ave, Seattle, WA 98104. Employees must reside in Washington state and within a reasonable distance to their King County worksite to respond to workplace reporting requirements. King County has a robust collection of tools and resources to support working remotely. The individual selected for this opportunity will join an innovative and progressive team that is redefining how we work as we transition to the department's hybrid environment. Employees will be provided with a County-issued laptop and must maintain a home workspace with an internet connection where they can reliably perform work and remain available and responsive during scheduled work hours.
• This position is exempt from the provisions of the Fair Labor Standards Act and is not eligible for overtime. Typical hours are Monday - Friday, 8am - 5pm.
• This position is represented by PROTEC17 (C23).
• Classification: Educator Consultant III

King County's Vision, Mission, and ACTIVATE Values unite us.

King County serves residents with a relentless sense of urgency, delivering on commitments with transparency and accountability. We are action-oriented, creative problem solvers who collaborate across roles, engage directly with communities, and challenge the status quo to achieve meaningful impact. As a unified team, we uphold high ethical and stewardship standards, embrace change, stay curious, and continuously improve. Across all interactions, we listen first, act quickly, and stay aligned as a team to earn and sustain public trust. Learn more about our Vision, Mission, and ACTIVATE Values here and visit our Why work at King County page here.

King County is an Equal Employment Opportunity (EEO) Employer

No person is unlawfully excluded from employment opportunities based on sex, race, color, national origin, ethnicity, religious affiliation, disability, sexual orientation, gender identity or expression, age except by minimum age and retirement provisions, pregnancy, status as a family caregiver, parental status, marital status, military status or status as a veteran who was honorably discharged or who was discharged solely as a result of the person's sexual orientation or gender identity or expression, citizenship or immigration status, genetic information, or other protected class. However, to the extent that distinction or differential treatment on the basis of citizenship or immigration status is authorized by either federal or state law, regulation, or government contract, it is not an unfair practice.

Our EEO policy applies to all employment actions, including but not limited to recruitment, hiring, selection for training, promotion, transfer, demotion, layoff, termination, rates of pay or other forms of compensation.