YOUR SKILLS & ABILITIES – REQUIRED QUALIFICATIONS:

• Bachelor’s degree in Instructional Design, Education, or related field.
• 5+ years of experience in learning and development roles.
• 3+ years of experience in a learning and development role with a focus on strategic planning, relationship building, and effective communication.
• 3+ years of experience in program management, including overseeing the creation and delivery of new courses.
• Strategic Thinking : Ability to think strategically and align learning and development initiatives with broader business goals.
• Interpersonal Skills: Strong interpersonal and relationship-building skills, with a proven ability to establish trust and credibility.
• Communication Proficiency: Strong verbal and written communication skills, capable of effectively articulating the value of learning initiatives to diverse audiences.
• Program Management Proficiency: Ability to manage multiple programs with competing deadlines and maintain high levels of organization and thoroughness.
• Analytical Skills: Competence in analyzing learning needs and measuring the impact of learning solutions on individual and organizational performance.
• Adaptability: Flexibility to adapt to changing priorities and manage multiple projects with competing deadlines.

THE ROLE:

The Learning Program Manager is a critical role aimed at fostering a culture of continuous learning and development within Corporate Staffs, including but not limited to Human Resources, Finance, Communications, etc. This individual strategizes and consults with leaders and key business partners to enable a learning culture that delivers strategic value in support of GM’s business objectives. They will seek to understand performance gaps and identify solutions that leverage the broader Global Learning and Development catalogue. Once solutioned, the Learning Program Manager will serve as the Single Point of Contact between the business learning advocates/leaders and the central learning and development team to track that solution from design & development through to delivery. Once in production, the Learning Program Manager will measure the success of the program to determine if objectives are being met, directing modifications if necessary.

WHAT YOU’LL DO:

• Collaborate with business leaders to understand organizational goals and challenges.
• Assess the current workforce to determine where performance improvements are necessary based on those goals and challenges.
• Conduct analysis to identify the root cause of performance gaps (skill, environment, incentives, etc.). Communicate the results of these analyzes to business leaders with recommended solutions. For learning solution recommendations, agree on target skill areas.
• Communicate the impact that learning interventions are having on the business in terms of metrics that are meaningful to the business.
• Provide oversight as new learning solutions are developed, delivered, and administered by the Learning & Development Center of Excellence (COE) to ensure that the target solutions are aligned with intended objectives.
• Oversee the creation of new courses in partnership with instructional designers (in-house or vendor), SMEs, facilitators, coordinators, etc.
• Manage the end-to-end process of course development, from initial concept through to delivery and evaluation.
• Ensure that all learning programs are delivered on time, within scope, and within budget.
• Establish and maintain trust-based relationships with stakeholders at all levels, becoming a go-to resource for all learning and development related needs for the given functional area.
• Facilitate open and transparent communication channels regarding learning initiatives, ensuring alignment with business needs. Regular meetings with business leaders will be required to ensure that all parties are aware of the status of the learning initiatives and their return on investment.
• Champion a culture of continuous improvement and lifelong learning, encouraging participation in learning activities and the application of new skills and knowledge.
• Evaluate the effectiveness of learning interventions in achieving desired business outcomes, leveraging data to inform future learning strategies.
• Stay informed about the latest trends and innovations in learning and development, integrating best practices to enhance the organization’s learning initiatives.