Senior Trainer

at  Magellan Health

As part of your training responsibilities, the Senior Trainer will be required to obtain CANS Certification within 3 months of coming into the role. The Child and Adolescent Needs and Strengths tool is a multi-purpose, person-centered, and trauma informed tool. CANS is used to better gauge children coming into custody and ensure that their plans are individualized and addresses both the needs and the strengths of the child and their family.

This position is responsible for assisting with the planning and implementation of Magellan learning projects, programs and performance initiatives for all levels. This position will increase consistency in and effectiveness of training practices and operational processes to meet learning needs and outcomes across Magellan. Manages resources and creatively plans and executes learning interventions and performance initiatives across Care Management Centers (CMCs) and the rest of Magellan.

• Participates as a contributing member to identify opportunities and design solutions for the Learning function that supports business objectives and performance goals.
• Manages the effectiveness and efficiency of overall CMC and other training initiatives.
• Challenges paradigms and look for innovative alternatives.
• Works with Leadership to apply systematic process of discovering and analyzing CMC/Magellan needs, design and develop training content, deliver training programs, and evaluate effectiveness of training events and initiatives.
• Delivers classroom and workplace learning solutions that engage the learner and produce measurable performance improvement.
• Identifies performance gaps and performance improvement opportunities. Incorporate knowledge of CMC environment to design the optimum training plan when implementing changes to procedures, processes or systems.
• Manages and directly contributes to creation and/or customization and delivery of policy, procedure, and system training program design and materials for new employees and existing staff to support implementation of process/system changes, correction of performance deficiencies or employee development.
• Partners with business leaders and HR Generalists to identify systemic issues and provide concrete, short term and longer term solutions.
• Deploys varied approaches and tools for diagnostics, assessments, and systemic needs analysis.
• Tests and evaluates new and existing curricula.
• Designs and delivers interventions to address outcomes defined with customers and partners.
• Partners with HR Generalists to support seamless service delivery and integrate Learning as much as possible with other HR solutions.
• Partners with other Learning teams to achieve alignment and consistency across Magellan to implement Corporate project rollouts, ensure Best Practice sharing and facilitate knowledge management across sites.
• Concisely and regularly communicates learning and performance opportunities, strategies, initiatives and objectives to CMC stakeholders (e.g., supervisors, directors, GMs, employees); solicit and act on feedback from CMC stakeholders.
• Educates CMC stakeholders on relevant learning and performance topics, such as adult learning theory (i.e., how adults learn) and performance management.
• Identifies and recommends best practices to Leadership teams. Serves as catalyst for knowledge sharing within the CMC.
• Leads team members including directing daily work activities and priorities, coaching and mentoring, identifying and offering professional development/educational opportunities, facilitating performance improvement as required.
• Sets clear performance expectations for team members and communicate how performance goals are linked to organizational goals and values; create annual team scorecard in alignment with scorecard.
• Creates a healthy work environment that promotes teamwork, employee satisfaction, open communication, cooperation, personal development, high standards of performance and a sense of urgency.

WORK EXPERIENCE - REQUIRED

Training

EDUCATION - REQUIRED

A Combination of Education and Work Experience May Be Considered., Bachelor’s

EDUCATION - PREFERRED

Master’s

RESPONSIBILITIES

5-8 years of training experience in healthcare or insurance industry.
2+ years of experience leading and managing projects.
1+ year of formal training (classroom delivery, content design and development) experience.
Demonstrated understanding of instructional design, adult learning concepts, performance improvement, change management, and learning best practices.
Ability to convert abstract ideas into concrete learning solutions and proven ability to communicate technical information to non-technical customers.
Familiarity with behavioral health and managed care business, operations, and systems migrations.
Strong interpersonal skills.
Ability to function independently and as a team member.
Strong project management skills.
Effective organizational, time management and communication skills, combined with attention to detail.
Experience with a Learning Management System is required.
Strong working knowledge of MS Office suite of products.

This position is responsible for assisting with the planning and implementation of Magellan learning projects, programs and performance initiatives for all levels. This position will increase consistency in and effectiveness of training practices and operational processes to meet learning needs and outcomes across Magellan. Manages resources and creatively plans and executes learning interventions and performance initiatives across Care Management Centers (CMCs) and the rest of Magellan.

• Participates as a contributing member to identify opportunities and design solutions for the Learning function that supports business objectives and performance goals.
• Manages the effectiveness and efficiency of overall CMC and other training initiatives.
• Challenges paradigms and look for innovative alternatives.
• Works with Leadership to apply systematic process of discovering and analyzing CMC/Magellan needs, design and develop training content, deliver training programs, and evaluate effectiveness of training events and initiatives.
• Delivers classroom and workplace learning solutions that engage the learner and produce measurable performance improvement.
• Identifies performance gaps and performance improvement opportunities. Incorporate knowledge of CMC environment to design the optimum training plan when implementing changes to procedures, processes or systems.
• Manages and directly contributes to creation and/or customization and delivery of policy, procedure, and system training program design and materials for new employees and existing staff to support implementation of process/system changes, correction of performance deficiencies or employee development.
• Partners with business leaders and HR Generalists to identify systemic issues and provide concrete, short term and longer term solutions.
• Deploys varied approaches and tools for diagnostics, assessments, and systemic needs analysis.
• Tests and evaluates new and existing curricula.
• Designs and delivers interventions to address outcomes defined with customers and partners.
• Partners with HR Generalists to support seamless service delivery and integrate Learning as much as possible with other HR solutions.
• Partners with other Learning teams to achieve alignment and consistency across Magellan to implement Corporate project rollouts, ensure Best Practice sharing and facilitate knowledge management across sites.
• Concisely and regularly communicates learning and performance opportunities, strategies, initiatives and objectives to CMC stakeholders (e.g., supervisors, directors, GMs, employees); solicit and act on feedback from CMC stakeholders.
• Educates CMC stakeholders on relevant learning and performance topics, such as adult learning theory (i.e., how adults learn) and performance management.
• Identifies and recommends best practices to Leadership teams. Serves as catalyst for knowledge sharing within the CMC.
• Leads team members including directing daily work activities and priorities, coaching and mentoring, identifying and offering professional development/educational opportunities, facilitating performance improvement as required.
• Sets clear performance expectations for team members and communicate how performance goals are linked to organizational goals and values; create annual team scorecard in alignment with scorecard.
• Creates a healthy work environment that promotes teamwork, employee satisfaction, open communication, cooperation, personal development, high standards of performance and a sense of urgency