Mystic Lake Casino Hotel

Learning & Development Leader

2 days left

Prior Lake, MN
Dec 24, 2020
Jan 23, 2021
Mystic Lake Casino Hotel
Job Type
Employment Status
Full Time
Job Description Job Summary:   This role requires a unique blend of expertise in talent, learning and organizational development, coupled with strong project management, analytical abilities, and relationship building skills. As the leader of the learning & development center of excellence, this role will own, develop and drive the learning and development strategy for the organization; lead the design, development and delivery of scheduled and custom training solutions to meet the evolving talent development needs of the organization. A leader within the HR team, the Learning & Development Manager will develop, own and drive the learning and development strategy that supports the purpose of the organization: to inspire possibilities, foster meaningful connections and create memorable experiences. This role is responsible and accountable for leading the team that designs, develops and delivers high-quality learning experiences for all levels of the organization. This position will partner with business leaders, HR colleagues and the executive team to align learning solutions with the culture, business needs and initiatives of the SMSC and SMSC Gaming Enterprise, and focus on key metrics to assess the overall effectiveness and impact.   Budget/Asset Responsibilities:   Contribute to preparation of department budget and manage area of assigned responsibility within budgeting and planning guidelines.   Job Duties:   Strategic Leadership
  • Partner with HR Business Partners, senior leaders, and other key stakeholders to understand business priorities and translate into an integrated talent growth and development strategy that yields value for the business.
  • Drive organization-wide transformation relative to leader development, employee / team member learning experiences and leveraging learning systems to facilitate eLearning.
  • Create structure, process and experiences that build the leadership capacity of individuals at all levels of the organization.
  People Leadership
  • As part of the HR Leadership team, contribute to HR strategic initiatives such as: organization design / structure, digital transformation, process improvement and diversity, equity and inclusion.
  • Lead, inspire, coach and develop a team of talent development professionals; support and develop department-level trainers through a matrix model.
  • Build credible relationships with leaders at all levels that enable you to design and develop engaging and effective programs and initiatives that facilitate the learning and growth of team members/employees and align with organization priorities.
  Learning Program Design, Development & Delivery
  • Design, develop and deliver high quality, instructor-led and blended leadership development experiences using Insights Discovery for the director-level leaders and above.
  • Facilitate learning, growth, elevation and lateral movement using a variety of techniques and formats such as career pathing, mentoring, coaching, leader / leadership development, job shadowing, succession planning, HIPO programs, etc.
  • Oversee all department-level & enterprise-wide training initiatives including but not limited to: guest experience, employee / team member orientation & onboarding and compliance-related training.
  Organization Development & Effectiveness
  • Collaborate with HR leaders to execute organization-wide programs such as: performance management; onboarding; integration of purpose, vision, values; goal cascade / strategic planning.
  • Apply organization design, process and change management methodologies; develop frameworks, models, and tools that enhance the OD/OE competency of leaders.
  • Provide support, coaching, and expertise on OD/OE concepts and topics.
  Assessment & Evaluation
  • Apply a data-driven approach to measuring the effectiveness of talent, leadership and learning and development programs and to continuously iterate to improve results.
  • Interpret data and make strategic recommendations, improvements and/or adjustments.
Days Monday - Friday Hiring Rate or Hiring Range 1. Based on Qualifications Requirements Reflects MINIMUM EDUCATION, TRAINING, CERTIFICATION and EXPERIENCE required in order to meet the expectations of this job:  
  1. Bachelor's degree required; Master's degree in human resources development, organization leadership or related, preferred.
  2. 8+ years of experience with designing and developing learning and organization development programs.
  3. 8+ years of experience facilitating learning programs for senior leaders / C-Suite.
  4. 4+ years of experience as a HR or L&D Business partner.
  5. 4+ years supervising professional staff.
  6. Demonstrated ability to balance project management and strategy development.
  7. Comfortable with a fast-paced, innovative, ever-changing organization culture.
  8. Working theoretical knowledge of adult learning principles, instructional design, organization development theory/models, Kirkpatrick's Levels of Learning Evaluation.
  9. Knowledge of new and existing learning delivery methods such as ILT, vILT, online learning, webcasts, mobile, social, video, microlearning, or authoring tools.
  10. Exceptional communication and interpersonal skills -- including excellent writing skills, the ability to build working relationships based on trust and collaboration and establish credibility and influence quickly.
  11. A+ Facilitation skills -- must be able to find the balance between and discern when to present information and facilitate individual/group learning; skilled at asking questions and connecting-the-dots.
  12. Intellectually curious, self-motivated, and passionate learning & development professional who is committed to delivering results that positively impact people, process and culture.
  13. Comfortable with ambiguity, shifting priorities and capable of prioritizing and delivering results with minimal supervision.
  14. Demonstrated resourcefulness and a willingness to advocate for what is needed and be creative in finding ways to remove barriers to getting the work done and delivering results.
Leadership Competencies:  
  1. A proven people leader with success building and leading high performing teams. Act as a leader of change and innovation across the business.
  2. Skilled in proactively assessing organizational performance and aligning solutions with strategic and cultural initiatives.
  3. Demonstrated success of strong relationship management and team building skills, with ability to influence leaders and team members at all levels within the greater organization. Experience with change management and rolling out small and large scale initiatives.
  4. Outstanding written, verbal, interpersonal, coaching and presentation skills with the ability to tailor messaging to the audience.
  5. Strong collaborator who influences effectively with a variety of internal and external stakeholders at all levels.

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