Sr. manager, workforce capability strategy

With a career at The Home Depot, you can be yourself and also be part of something bigger.

Position Purpose:

The Senior Manager of Learning Strategy (LSM) is responsible for establishing short and long-term learning strategies to increase associate competence and confidence. The LSM will take a learner-centric approach to define and routinely validate learning needs for targeted audiences. The LSM will create effective learning and content plans by ensuring all learning needs are addressed with simple, relevant, and effective solutions.

Key Responsibilities:

• Determine learner capabilities and learner needs by reviewing job requirements, experiencing the learner's environment, connecting with learners and leaders closest to the role, and evaluating key metrics and connect with business partners to stay current on the needs of the business.
• Develop strategy for assigned content areas (content area plan) and recommend solutions to business partners that address learner needs to increase associate competence and confidence. Collaborate with other LSMs to ensure assigned content areas are represented. Determine and maintain effectiveness of content areas.
• Work with learning Design & Development, Technology, and/or Delivery teams to determine the most effective learning solutions for assigned content areas and communicate solutions to business partners.
• Create learning plans for assigned job roles based on learner needs. For assigned job roles, validate content area recommendations from other LSMs. Work closely with learning Execution, Technology, and Delivery team members to ensure execution of learning plans. Determine and maintain effectiveness of learning plans.
• Collaborate with business partners, keeping them informed, influencing the right decisions for learners, and effectively addressing difficult issues. Demonstrate the courage to say what needs to be said, while maintaining strong relationships. Gain buy-in from stakeholders at multiple levels of the organization.

Direct Manager/Direct Reports:

This position reports to the Director Learning. This position has 0-4 direct reports.

Travel Requirements:

Typically requires overnight travel less than 10% of the time.

Physical Requirements:

Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.

Working Conditions:

Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.

Minimum Qualifications:

• Must be eighteen years of age or older.
• Must be legally permitted to work in the United States.

Preferred Qualifications:

At least 7 years prior experience in related field (Training and Development, Leadership & Organizational development, Human Resources) and/or THD field experience.

Minimum Education:

The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.

Preferred Education:

No additional education.

Minimum Years of Work Experience:

2

Preferred Years of Work Experience:

No additional years of experience.

Minimum Leadership Experience:

None.

Preferred Leadership Experience:

None.

Certifications:

None.

Competencies:

• COLLABORATES: Building partnerships and working collaboratively with others to meet shared objectives.
• COMMUNICATES EFFECTIVELY: Developing and delivering communications that convey a clear understanding of the unique needs of different audiences.
• COURAGE: Stepping up to address difficult issues, saying what needs to be said.
• CUSTOMER FOCUS: Building strong customer relationships and delivering customer-centric solutions.
• STRATEGIC MINDSET: Seeing ahead to future possibilities and translating them into breakthrough strategies.
• ORGANIZATIONAL SAVVY: Maneuvering comfortably through complex policy, process, and people-related organizational dynamics.
• DECISION QUALITY: Making good and timely decisions that keep the organization moving forward.
• INTERPERSONAL SAVVY: Relating openly and comfortably with diverse groups of people.
• PERSUADES: Using compelling arguments to gain the support and commitment of others.
• BALANCE STAKEHOLDERS: Anticipating and balancing the needs of multiple stakeholders.
• PLANS and ALIGNS: Planning and prioritizing work to meet commitments aligned with organizational goals.
• ACTION ORIENTED: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
• BUSINESS INSIGHT: Applying knowledge of business and the marketplace to advance the organization's goals.