Director, Training And Change Center

Department

F&A Quality Management & Training

About the Department

The Finance and Administration (F&A) Division enables the University of Chicago to fulfill its mission through decision support, technology, operational support, and strategic expert guidance in a variety of areas including Financial Services, Information Technology Services, Risk Management, Internal Audit, Compliance, and Human Resources. We provide world class service and leadership to unleash the vast capabilities of our students, faculty, and staff to positively impact our local community and the world.

This position is an integral part of the Financial Systems Transformation (FST) Program's implementation of Oracle Cloud to replace the University's legacy financial system.

In particular, the Training Director will work with the FST Program Team to support implementation through the development and execution of consistent and updated training focused on best practices and necessary knowledge to better leverage or use Oracle Cloud. The incumbent in this position should have a working understanding of foundational and University-specific functional processes and HR, and will be expected to introduce a campus-wide education and training on best practices to instill a Culture of Service.

Job Summary

The University of Chicago is seeking a Training and Change Center Director. This position is accountable for the strategy, development, and implementation of Oracle Cloud Financials training and Workday Technology Training, Functional Expertise Training, and Culture of Service Training programs. This position will create consistency in training offerings and provide employees with necessary resources to succeed in their roles.

Under the Executive Director for Client Service Management and Optimization's leadership, the Training and Change Center will provide FST Go-Live and ongoing training to University faculty and staff to drive the adoption and optimization of financial management, human resources, and grants management processes enabled through Oracle Cloud Financials, Concur Travel and Expense Management, Workday HCM, ServiceNow, UiPath Robotic Process Automation, Orbit Reporting, and other proprietary technologies. The Training and Change Center's goal is to help employees learn how to use the systems necessary to perform their work. The Center strives to explain a business process framework, educating on the why behind the process. The Director works with colleagues within the Knowledge and Operations Optimization team, F&A Division leaders, campus partners, and subject matter experts to assess training content requirements for current and future operational needs to develop a training strategy in partnership with central Human Resources. The Training and Change Center develops and delivers training collateral in partnership with central process owner teams to support policies, procedures, regulations, business initiatives and technologies.

The Director works with central and local unit leadership, subject matter experts, leaders of the Operational Excellence and Support Center teams, and other campus partners to proactively identify training content needed for current and future operational needs. They will identify training needs and gain knowledge of work situations to better understand changes in policies, procedures, regulations, business initiatives and technologies. They will contribute to improvements by identifying training gaps and participating in the creation of training content. This training will enable employee productivity and enhance business and technical acumen through a career pathway.

The Director will have in-depth knowledge of university administrative practices, processes, and data sources. They will have demonstrated experience gaining consensus and making recommendations across academic and administrative functions to enhance the value of the University's processes around technology, functional, and service training.

Responsibilities

• Develops or oversees the development of training curricula over a range of administrative functions, including but not limited to budgeting, record-to-report, procure-to-pay, Workday/HR, and IT system reporting (Orbit, business objects).

• Collaborates with process owners, Operational Excellence, and other campus partners to proactively identify training opportunities and priorities to inform training curriculum.

• Partners with Support Center leadership to monitor service requests, provide support, and garner input on campus pain-points to inform training and resource development and improve service levels.

• Embraces, advocates for, and establishes a foundation for diversity, equity, inclusion, and belonging.

• Formulates or reviews training outlines and needs analyses and determines appropriate instructional methodologies and formats.

• Provides leadership and guidance to training and development specialists and instructors as appropriate to specific objectives.

• Evaluates and recommends incorporation of vendor programs, as appropriate, to meet overall training goals and objectives.

• Assumes functional/process ownership of Workday Learning Management System, collaborating with the ITS Workday Solutions team to stay abreast of new functionality and enhancements, helping to roll out and communicate new features that meet campus needs.

• Researches advancements in learning technologies, educational technologies, and instructional design methods, and develops synchronous and asynchronous training materials.

• Works with process owners, unit leaders, and other relevant campus partners to identify the appropriate audiences, vehicles, and timing for training.

• Manages and approves the creation and execution of training tools and materials to include training handbooks, job aids, models, multimedia visual aids, and computer and web-based tutorials.

• Evaluates effectiveness of training programs and utilizes relevant evaluation data to revise or recommend changes in instructional objectives and methods.

• Leads planning, assessment, and implementation of organizational goals and objectives, in line with overall University goals and objectives.

• Builds partnerships within the University community to maintain positive relationships with clients. Works cooperatively and collaboratively with divisions and administration to promptly address current and future training needs.

• Manages a team of professional staff who develop and implement a training calendar of courses in management development, workforce skills, personal development, and University business administration. Manages the outsourcing of certain courses.

• Evaluates the success of existing training programs. Designs and implements a strategy for targeted marketing of training courses.

• Performs other related work as needed.

Minimum Qualifications

Education:

Minimum requirements include a college or university degree in related field.

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Work Experience:

Minimum requirements include knowledge and skills developed through 7+ years of work experience in a related job discipline.

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Certifications:

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Preferred Qualifications

Education:

• Graduate degree in a related field.

• Certifications or education in training, HR or instructional design.

Experience:

• Supervisory experience.

• Demonstrated supervisory/team leadership experience related to complex projects.

• Demonstrated leadership of major projects/initiatives aimed at improving training quality, efficiency, and/or effectiveness.

• Working with multiple administrative or training functions within a complex organization.

• Working with diverse stakeholders in an academic or academic health setting.

• Designing, developing, implementing, and evaluating training plans, curricula, and methodology.

Technical Skills or Knowledge:

• Define, deliver, and measure training in a primary administrative or operational training function.

• Manage the training function of an organization.

• Instructional design, virtual/on-demand training development, instructor led training development, in person and virtual live instruction.

• Customer service standards and procedures.

• Understanding of adult learning principles, and of a wide range of training methods, techniques, and formats.

• Curriculum development and preparation procedures.

Preferred Competencies

• Strong interpersonal and communication skills and work effectively with a wide range of stakeholders.

• Provide leadership across university stakeholders.

• Skill in organizing resources and establishing priorities.

• Make administrative/procedural decisions and judgments.

• Determine training objectives.

• Interpret and assess training and development needs and develop appropriate and creative responses.

• Advanced verbal and written communication skills.

• Provide leadership to professional staff and/or students in area of expertise.

Application Documents

• Resume/CV (required)
• Cover letter (required)

When applying, the document(s) MUST be uploaded via the My Experience page, in the section titled Application Documents of the application.

Job Family

Human Resources

Role Impact

People Manager

FLSA Status

Exempt

Pay Frequency

Monthly

Scheduled Weekly Hours

37.5

Benefits Eligible

Yes

Drug Test Required

No

Health Screen Required

No

Motor Vehicle Record Inquiry Required

No

Posting Statement

The University of Chicago is an Affirmative Action/Equal Opportunity/Disabled/Veterans and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender, gender identity, national or ethnic origin, age, status as an individual with a disability, military or veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.

Staff Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via Applicant Inquiry Form.

We seek a diverse pool of applicants who wish to join an academic community that places the highest value on rigorous inquiry and encourages a diversity of perspectives, experiences, groups of individuals, and ideas to inform and stimulate intellectual challenge, engagement, and exchange.

All offers of employment are contingent upon a background check that includes a review of conviction history. A conviction does not automatically preclude University employment. Rather, the University considers conviction information on a case-by-case basis and assesses the nature of the offense, the circumstances surrounding it, the proximity in time of the conviction, and its relevance to the position.

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