Essential Job Responsibilities:

• Learning:
  • Develop, scale, maintain, and deliver a best in class learning portfolio that is aligned to the company's competency framework and business priorities ensuring that all aspects of development and delivery are high-impact and meet the needs of a diverse range of users (from hourly to executives)
  • Conduct organizational needs assessments to identify opportunities and drive desired changes and outcomes
  • Enhance leadership and employee development efforts to ensure a modernized, accessible approach to development across all levels of the organization.
  • Evolve and scale learning framework, and develop skills and capabilities to address gaps and align with business growth strategy including management and leadership development for multiple employee audiences
  • Monitor and evaluate the effectiveness of all training programs and implements changes as necessary to elevate the level and success of all training initiatives
  • Partner with Internal Communications team to implement communication strategies that raise awareness and promote learning and development opportunities
  • Building relationships with third-party resources, vendors and partners to roll out innovative and experiential learning models

• Talent Development:
  • Partner with HR Generalists to create a framework for career pathing for key job groups and implement meaningful solutions to activate the internal talent marketplace and learning approaches
  • Serve as a strategic partner to HR Generalists in support of effective development plans and strategic talent allocation plans for high potential team members and successor candidates
  • Continuously evaluates talent processes, identifies, and recommends opportunities for efficiencies, executes recommendations for improvement
  • Performs analyses, creates reports to monitor the effectiveness of talent programs and takes appropriate actions to advise the company for improvements

• Employee Engagement Strategy:
  • Leads, implements and supports our annual Engagement survey process
  • Leads the development of Harvest's employee engagement capability including the rollout of new solutions and initiatives
  • Establishes enterprise wide KPIs for the employee experience and develops a reporting cadence and delivery to Executive Leadership

Qualifications:

• Minimum of 7 years, learning & development, organizational effectiveness experience
• Proven experience with curriculum development and delivery methodologies and best practices
• In-depth understanding of best practices in learning strategy development and execution and in employee engagement
• Proven track record of designing and delivering successful training programs
• Strong leadership presence and relationship building skills required with a demonstrated ability to influence and interact effectively with all levels of an organization (including executive leadership)
• Data driven, possesses the ability to draw insights using data and to make meaningful business recommendations
• Ability to prioritize initiatives based on the evolving needs of the company, making consistently strategic recommendations to company leadership
• Ability to work in and manage ambiguity, including dealing effectively with issues that do not always have a process, system, or solution in place
• Able to think strategically and act tactically
• Proven ability to work collaboratively within the HR team as well as other departments within the organization to create value and drive results

Education Requirements:

• BS/BA degree in Business Administration, Human Resources Management, Training or Education required, Master's Degree preferred