Senior Manager, HR Strategy Design, Learning and Development at Kaiser Permanente

Pleasanton, California, United States -

Full Time

Start Date

Immediate

Expiry Date

07 Jul, 26

Salary

0.0

Posted On

08 Apr, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Learning and Development, HR Strategy, Leadership, Budgeting, Performance Management, Succession Planning, Stakeholder Management, Adult Learning Techniques, Strategic Planning, Talent Development, Project Management, Data Analysis, HR Compliance, Change Management, Team Management, Business Operations

Industry

Medical Practices

Description

Job Summary: In addition to the responsibilities listed below, this position is responsible for managing and directing the design and delivery of high quality programs, materials, and other learning and development tools and activities. Additionally, this position is responsible for directing learning operations including planning, budgeting, communications, and administration, ensuring adult learning techniques are applied, measuring individual success and program effectiveness, managing and developing a team or teams of learning and development professionals, building and maintaining relationships with key stakeholders, and collaborating with other Human Resource leadership teams to align programs to overall Human Resources and business strategy. Essential Responsibilities: Pursues professional growth and provides developmental opportunities for others by soliciting and acting on performance feedback; building collaborative, cross-functional relationships; hiring, training, and developing talent for growth opportunities; delegating tasks and decisions; fostering open dialogue amongst departments; strategically evaluating talent for succession planning; setting performance management guidelines and expectations across units; and working closely with employees to set goals and provide open feedback and coaching to drive performance improvement. Manages designated units by translating business plans into tactical action items; communicating goals and objectives; ensuring all policies and procedures are followed; overseeing the completion of work assignments; assuming responsibility for decision making; aligning team efforts; building accountability for and measuring progress in achieving results; incorporating resources, costs, and forecasts into unit plans; removing obstacles that impact performance; guiding performance and developing contingency plans accordingly; partnering with key stakeholders and business leaders to ensure products and/or services meet requirements and expectations while aligning with departmental strategies; and influencing units to operate in alignment with business objectives. Drives identified strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; partnering with HR and business leadership to evaluate current and future HR and business requirements, to include business cases, to support strategic goals; aligning and integrating HR and business strategies within assigned business lines and shared services; aligning resources; overseeing the execution of strategic action plans; and monitoring performance against SLAs and other key performance indicators. Manages the design, development, and execution of HR practices, programs, and initiatives by overseeing the development and implementation of tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across HR functions, project teams, and business partners; monitoring and identifying gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives; and recommending modification to design and implementation strategies as appropriate to accommodate continuously changing business demands. Minimum Qualifications: Minimum five (5) years experience in learning and development including learning technologies and designing learning tools Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum eight (8) years experience in human resources, business operations, or a field specified in the job posting. Additional equivalent work experience in a directly related field may be substituted for the degree requirement. Minimum three (3) years experience in a leadership role with or without direct reports.

Responsibilities

The Senior Manager directs the design and delivery of learning programs while managing HR operations, budgeting, and team development. They collaborate with leadership to align HR initiatives with overall business strategy and ensure performance goals are met.