Director, HR Learning & Development

Location: This position could be hired in Puerto Rico, Rochester, N.Y., or the UK.

Employment Type: Full-time, Exempt

This position does not offer remote or hybrid work, it is fully on-site.

Job Summary:

The Director, Learning & Development for CVI Operations is responsible for building and scaling an integrated capability development ecosystem across manufacturing, packaging, distribution and support functions. This role sets the L&D strategy, governs standards, deploys digital learning solutions, and ensures measurable impact. The leader partners closely with business leaders and HR to align learning with business priorities, accelerate readiness for promotions, advance frontline and leader capability and design and deliver technical training at our sites. The role has a global scope and significant interaction with all CVI Global Operations locations. Significant interaction with internal business leaders, HR leaders, HR business partners and TMOE. Supports CVI Global Operations, including Manufacturing, Packaging, Distribution and support functions. Existing L&D and Technical Training professionals will report to this position. This role will have a strong connection with the CooperCompanies head of Talent Management in terms of strategy \ tactic alignment, leveraging systems \ vendors and L&D content. Responsible for managing external L&D partners and vendors. There is a key focus on learning, leadership development and technical training in the Operations areas.

Proposes scalable talent development solutions that will drive an engaging, inclusive, high-performing culture across the CVI Operations Groups. In partnership with the Global talent lead, business leaders and HR, identifies critical organizational capabilities and the global, strategic solutions to develop these capabilities. Develops high impact, engaging, and meaningful learning experiences for employees, managers, and leaders supporting strategic priorities and business needs.

Qualifications

Knowledge, Skills and Abilities:

• Planning: Plans work, scope, timing, budget, and resourcing for self and others. Manages business priorities to meet expected outcomes. Strong project management, change management skills, and ability to manage competing priorities.

• Teamwork/Leadership: Accurately appraises the strengths and weaknesses of others, providing coaching and constructive feedback. Experience in working globally and with global organizations. Ability to effectively lead direct reports, virtual teams, and projects and collaborate with diverse, international colleagues in a global cultural environment.

• Results: Resolves business problems, demonstrating a mindset of innovation and continuous improvement. High sense of curiosity that drives creative problem-solving. Strong focus on delivering high quality results. Strong analytical skills to grasp complexities and perceive relationships among problems and issues.

• Impact: Understands the role/interrelationship of each organizational function and demonstrates enterprise-wide thinking. Manages priorities collaboratively across organizational groups to achieve the best business outcome. Excellent relationship management and influencing skills that gain support and commitment for shared projects. Strong communication, proficient in English, consulting, and facilitation skills. This role requires high level of influence.

• Self-Aware: Maintains confidence, resilience and agility when challenged or in the face of adversity. Addresses issues directly with a fair, balanced approach, with the company’s best interests in mind.

Work Environment:

• On-site office environment for general day-to-day duties.

• The position will require to travel to the sites within the Americas, EMEA and APAC regions to attend global business and HR related meetings.

• To support 24/7 Business Units, the employee might be required to attend site after hours when needed.

Experience:

• 10 years + experience and expertise in Human Resources, Organization Development or Learning and Development. Blended learning approaches, program and curriculum design, instructional design, advanced facilitation skills, leading train the trainers, tracking ROI and impact of learning and development to the business is highly desirable. Experience in designing and facilitating high performing team development programs in an Operations environment is preferred. Must have mentoring and coaching experience.

• Must have experience managing and negotiating with vendors. LinkedIn Learning and Oracle HCM experience is preferred.

• Project management, strategic planning and change management experience – able to lead complex projects with cross functional stakeholders. Ability to deal with competing priorities and to manage time appropriately. Able to independently plan work, review results and accomplish goals. It would be desirable if person had experience of creating a L&D strategic plan that address real life business needs.

• Leadership experience - has led teams, and/or direct reports before. Demonstrated proficiency in inspiring, engaging, developing a team as well as driving results through others.

• Impact, and building relationships experience– proven track record in building strong relationships and influencing skills that gain stakeholder support and commitment for talent development solutions. Track record in working with diverse, international colleagues in a global cultural environment. Already demonstrated impact and influence with senior leaders preferred.

Education:

• Bachelor’s Degree (or equivalent) in Organizational Effectiveness/Development, Human Resources Management, Industrial/Organizational, Business, or related field or equivalent education and experience. Master’s Degree (HR, Psychology, Learning) preferred.

• External coach accreditation, ProSci ADKAR certification, L&D certification is desirable.

• Accredited in leadership and team assessments is preferred (e.g., MBTI, DiSC, Lencioni 5 Behaviors of Cohesive Teams, Zenger Folkman 360 tool).

“We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace.”

For U.S. locations that require disclosure of compensation, the starting base pay for this role is $143,060 and may include cost-of-living adjustments. The actual base pay includes many factors and is subject to change and modification in the future. This position may also be eligible for other types of compensation and benefits.

#LI-FR1

Essential Functions & Accountabilities:

• Leads design and development of global and strategic priorities in partnership with local and regional L&D teams, as well as internal and external subject matter experts. Specific responsibilities include:

• Leverage existing resources, like LMS, LinkedIn Learning and others. Creates communication campaigns to excite and engage employees to use the platform. Curates content and creates learning paths to meet critical needs and drive utilization. Stays close to employee needs and “hot topics” via online surveys, focus groups, and learning analytics.

• Oversees a small multi-functional team of professionals to ensure the seamless delivery of live and virtual global offerings and support all aspects of the LMS deployment and administration across the business.

• Supports the global competency framework. Responsible for embedding the OneCooper competency framework as a core development tool for employees, people managers, and leaders. Creates online interactive tools to support employees and managers in creating great development plans.

• Manages leadership development initiatives.

• Works with key stakeholders to agree leadership development strategy, philosophy, and approach. Reviews existing programs and solutions. Stays ahead of leadership trends and best practices. Shares insights with key stakeholders. Proposes continuous improvements and new innovations to ensure Cooper has a strong and diverse succession bench and is building core leadership capabilities at key transition points.

• Contributes to the team to build core leadership capabilities in talent management and organizational effectiveness practices (recruiting, onboarding, performance management, employee engagement, high-performing teams, organizational design, change management, coaching, and talent development). Able to create high-impact, simple tools, and training to support people managers.

• Ensures leadership development interventions to meet the needs of the business. Support CooperCompanies Talent Management initiatives as required. Leads upskilling and deployment of other leadership interventions in partnership with decentralized L&D resources in the division. Manages governance, standards, and global content of global leadership initiatives.

• Leads the learning and development community of practice and governance approach for CVI Operations

• Makes recommendations on the latest learning technologies and tools to provide current and meaningful learning experiences that align with best-in-class design and delivery practices.

• Measures the success of learning and development interventions.

• Builds advanced facilitation and learning delivery skills with key stakeholders so they can lead high priority learning and development programs. Agrees on global train-the-trainer or deployment strategies with crucial HR stakeholders supporting global solutions and core talent processes.

• Keeps current on best practices in learning and development and influences the adoption of these methods across CVI Operations. Where required, facilitates team effectiveness sessions, skill building programs, manager onboarding, leadership development programs, or culture workshops.

Travel:

This role requires travel to CVI Operations sites globally. Flexible scheduling may be needed to support multiple time zones.