- Decrease learning curve for each new hire
- Improve turnover rates
- Improve Overall Performance
- Mitigate Risk
- Improve employee engagement and overall culture at the Department/Region level as well as Company Wide.
- Imbed development in all on-boarding initiatives
- Create and implement a robust, two phased on-boarding program/platform that will follow an employee through their first 90 days.
- First phase – traditional new hire orientation including policy, benefits, and HR overview
- Second phase – define the on-boarding process – hand off to the Department/Division/Region for job specific duties, goals, and objectives
- Create a survey/reporting process that will aide in measuring the results that will aide in performance management and to an improved on-boarding program.
- Monitor, track, and follow-up on all training required in the first 90 days of employment.
- Create and build training plans for teams and individuals to ensure company compliance guidelines are met.
- Develop a compliance and/or required training calendar for each position. Once complete each position will have as part of its workday profile required training and timeline. The training calendar will be part of the on-boarding process, and the Director of L&D will be responsible for tracking and following up with each employee to ensure that they have completed all the required training timely.
- Collaborate with Corporate and Division leadership to identify and prioritize learning needs and develop effective programs to build manager capability and support employee development.
- We ask managers to identify training needs and discuss each of their employees training requests during their one-on-one performance review meeting. It will be the responsibility of this position to run reports look for patterns in training requests/needs and develop training that can be utilized by all employees that would benefit from the training. For example, we notice that multiple managers have requested training that would improve both written and verbal communications.
- After analyzing the training needs identified through the performance review process the Director of L&D will recommend training that will be maintained within our LMS library, where employees and managers can access and participate in trainings that are relevant to their needs.
- Respond to one-off training needs that are identified through specific employee's performance improvement plans, or individual development needs. Work directly will all Managers and HR Business Partners in determining training needs
- For shared services departments or specific functional areas, the Director of L&D will first meet with the department to fully understand what it is they want to accomplish and will recommend training to the Department Head or Leader. Included in the recommendations will be options for virtual training, in-person training, or purchased training modules.
- Become a resource to construction, sales, and safety as they develop training programs.
- The Director of L&D will be a resource to Construction, Sales, and Safety as they determine the training needs for, each of their teams. Their involvement can be as simple as aiding in the implementation of the team training, and the tracking of employees trained to drafting the scope of training, developing the training module or aid in the facilitation of the training using either internal or external facilitators.
- Work with leadership and Human Resources to develop training programs and/or acquire training materials.
- Drive a cohesive strategy to map and address future learning and compliance needs.
- Manage analytics and feedback to maximize access, utilization, and ROI.
- Foster a culture of continuous learning and process improvement.
- Assure all training materials are consistent in message and voice.
- Performs other duties as assigned.
- Bachelor's Degree or equivalent practical experience related to Training and Development and/or Adult Learning.
- 5+ years of training and development experience.
- Proficient in the creation of training materials and presentations.
- Experience influencing, communicating, and motivating change across organizational and cross-functional boundaries.
- Strong group facilitation skills.
- Excellent skills leading people and the ability to positively impact and develop the people and culture around you.
- Strong leadership, training, written and verbal communication and interpersonal and presentation skills to drive results.
- Proactive self-starter and innovative problem solver.
- Ability to thrive in a fast paced, evolving environment.
- Homebuilding experience preferred.
- Ability to travel nationwide (50% travel).
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Director of Learning - Houston, United States - Century Communities
Description
Job Description
Job DescriptionAbout Century Communities
As one of the largest homebuilders in the US, and industry leader in online sales, we know what it takes to be a market gamechanger, and that includes providing you with all the resources, opportunities, and benefits to build a thriving and rewarding career.
Benefits We Offer
Team members enjoy an excellent benefits package that includes medical, dental, vision, 401(k) with employer match, paid time off, and sick leave, plus home and mortgage discounts. We also offer competitive salaries with the potential for discretionary bonuses and/or commission structure (depending on the position).
We Hire the Best
Our mission of building, financing, and ensuring A Home for Every DreamTM is only possible with the best talent in the industry. If that's you—if you're a self-starter, changemaker, and thoughtful collaborator ready to take their career to the next level—then apply today
What You'll Do:
We are looking for a skilled leader to provide operational oversight and to lead our Divisional/Regional training function. This position will work cross-functionally with stakeholders to develop comprehensive content and to build a training management strategy company wide.
Objectives:
Your Key Responsibilities Include:
What you have:
Compensation: Century Communities (the "Company") intends to offer the selected candidate an annual base salary in the range of $110,000 - $150,000 with the potential for other financial incentives. Actual offers will be based on a variety of factors, including experience. Employees will have access to paid time off, medical, dental, vision, basic life insurance, and the Company's 401(k) plan.
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