Management Development Manager leads and directs the creation of a leadership development strategy and programs that align with strategic business imperatives and develop management capabilities throughout the workforce. Identifies, designs, and develops frameworks that represent skills and leadership capabilities critical to long-term and short-term objectives. Being a Management Development Manager aligns training, coaching, professional development, and experiential assignments to the leadership development strategy. Develops approaches to engage individuals in well-defined and ongoing career development. Additionally, Management Development Manager define career paths and supporting training and development programs. Fosters a culture of informal knowledge exchange, coaching, and training to engage and develop the workforce. Conducts periodic succession planning and talent assessments to ensure critical roles are defined. Creates slates of individuals identified for leadership development activities. Requires a bachelor's degree. Typically reports to a head of a unit/department. The Management Development Manager manages subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. To be a Management Development Manager typically requires 5 years experience in the related area as an individual contributor. 1 - 3 years supervisory experience may be required. Extensive knowledge of the function and department processes. (Copyright 2024 Salary.com)
Job Summary
At JRM, our employees are our biggest asset, and their continued growth and development is paramount. Therefore, we are looking for a Learning & Development Manager to own and champion the Learning & Development processes. The L&D Manager will organize, streamline, and improve upon JRMs existing learning & development program and framework.
Responsibilities encompass leading the development and execution of learning strategies, providing engaging solutions, coaching employees, and leveraging analytics to improve talent initiatives. The aim is to empower employees to reach their full potential and drive organizational success.
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Salary Information
The referenced salary range is based on the Company's good faith belief at the time of posting. Actual compensation may vary based on factors such as geographic location, work experience, market conditions, education/training, and skill level.
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