Employee Learning And Wellness Manager

Position Title:

Employee Learning and Wellness Manager

Job Description:

POSITION TITLE: Manager, Employee Learning and Wellness

STATUS: Full time

DIVISION: Human Resources

CLASSIFICATION: Exempt

UNION: Non-union

REPORTS TO: Director, Human Resources

PLACEMENT: Professional, Grade S12

MINIMUM PAY RATE: $74,376 annually

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The student population at the college is diverse in ethnicity, gender, language, age and background. Joliet Junior College is an AA/EO employer and strongly encourages applications from candidates who would enhance the diversity of its staff.

POSITION SUMMARY

The Employee Learning and Wellness Manager oversees the training and growth for employees by developing systems and programs which improve the engagement, wellness and productivity of employees. This position assesses and develops college-wide learning and employee wellness and development programs in partnership with internal groups including Professional Development Administrative Team (PDAT), Corporate and Community Services (CCS), the Office of Diversity, Equity, and Inclusion (DEI), and various departments across campus. This position understands talent management and the interconnectedness with employee onboarding, performance management, goal setting, and succession planning. This position actively searches, creatively designs and implements effective methods to educate, enhance performance and recognize performance.

ESSENTIAL JOB DUTIES AND KEY RESPONSIBILITIES

1.Create comprehensive training plans to assist new employees at all levels to understand their role and how they fit into the larger organization including learning tracks in the areas of wellness, leadership/supervisory development, succession planning, professional development and upskilling.

2.Conducts annual training and development needs assessment.

3.Oversee, approve, and develop effective wellness, learning activities, curriculum and resources for the college with a metric driven and return on investment lens.

4.Consult with managers to evaluate areas of opportunity and collaborate on learning and communication initiatives to drive performance improvements and succession planning.

5.Designs, develops, and delivers learning experiences that best suit the content, client needs, and continuing education criteria (e.g., eLearning, virtual and in-person instructor-led trainings, blended learning options).

6.Liaison for all compliance and mandatory regulatory training/courses as required by the department and college.

7.Co-chairs the Professional Development Advisory Team (PDAT), leading and coordinating professional development day and opening week activities for all employees.

8.Collaborate with IT, and Organizational Change Management to ensure technology related training, skills, and development needs are included in employee learning and development.

9.Works collaboratively as a team member with other members of management and the HR staff.

10. Understands talent management strategy and has the ability to work with managers and supervisors to strategically identify skills gaps and personal development plans for employees.

11. Conducts follow-up studies of all completed training to evaluate and measure results for internal programming including but not limited to mentor programming, mandatory training, onboarding, Mentorship for Aspiring Professionals (MAP), Leadership and Management Essentials (LME), President's Leadership Experience (PLE) and Core Values.

12. Develops and implements innovative leadership and development pathways suitable for all employees regardless of job classification.

13. Designs training programs using internal and external resources as appropriate, stays abreast of new trends and tools in employee development, and uses accepted education principles and track new training methods and techniques

14. Assesses training needs and establishes in-house employee training systems that address new employee onboarding, supervisory/management development, and departmental professional development requests.

15. Analyze trends, metrics, and data, to provide quantitative and qualitative evidence to support recommendations and initiatives.

16. Evaluates the effectiveness of training and development programs and utilizes relevant evaluation data to revise or recommend changes to training content, objectives, and methods.

17. Provides train-the-trainer support to build the training capacity of subject-matter experts. Manages the budget for and plans, organizes, facilitates and orders supplies for employee development and training events.

18. Develops and maintains organizational communications such as intranet bulletin boards and newsletters to ensure employees have knowledge of training and development events and resources.

19. Demonstrate cultural competence and emotionally intelligent leadership to advocate and lead a strong cultural, social, and learning environment for students and employees with a foundational infrastructure of diversity, equity, and inclusion.

20. Perform other job-related duties as assigned.

MINIMUM QUALIFICATIONS

1.Bachelor's degree in relevant field, major concentration in organizational development, industrial and organizational psychology, training, or related field. 2. Demonstrated ability to build a first in class employee learning and wellness program with key performance metrics and benchmarks to assess correlation between activities and employee engagement.

3.Minimum of (3) years of experience designing and implementing learning, wellness and development programs.

4.Excellent verbal and written communication skills; strong presentation skills. 5. Proficiency in the utilization of various technology including learning management systems, Microsoft office suite and social media platforms.

6.Adept with a variety of curriculum development, multimedia training platforms and methods.

7.Ability to evaluate, implement, research and assess wellness and learning options that drive employee engagement in higher education in environment. 8. Ability to establish and maintain cooperative and effective working relationships with other members of the college and community, displaying cultural competence as well as emotional intelligence.

9.Demonstrated commitment to the college's core values of respect and inclusion, sustainability, integrity, collaboration, humor and well-being, innovation and quality.

PREFERRED QUALIFICATIONS

1.Master's degree in Human Resources, Education or Business Administration. 2. Certified Professional in Learning and Performance (CPLP) (now called Certified Professional in Talent Development (CPTD)) or Associate Professional in Talent Development (APTD), or SHRM Certified Professional (SHRM-CP), or HRCI Professional Human Resources (PHR) credential.

3.Workday experience. Talent management strategy experience.

4.Demonstrated multicultural competence.

5.English and Spanish verbal and written communication proficiency.

PHYSICAL DEMANDS

1.Normal office physical demands.

2.Ability to travel between campus locations and to and from community events.

3.Ability to travel in state and nationally.

WORKING CONDITIONS

1.Duties are performed indoors in the usual on-site office environment.

Full Time/Part Time:

Full time

Union (If Applicable):

Scheduled Hours:

40