Learning and Development Partner

Livingston is looking for an experienced Learning and Development (L&D) professional who loves to build, evaluate, facilitate, and continuously improve trainings and L&D initiatives. You’ll be the point person for day-to-day programs such as our Leaders Circle (high potential program), Lead to Succeed (new / emerging managers program), Customer FIRST (customer service skills course), etc., partnering with multiple external vendors as well as internal associates and stakeholders to ensure effective programming. We have audacious goals around leadership development that includes succession planning, leadership development plans, 360 feedback, mentorship, ERGs, and more. You’ll be joining a stellar team of two, reporting into the Director of Talent Management, and working alongside a Training Analyst.

KEY DUTIES & RESPONSIBILITIES

• Act as a trusted advisor and strategic partner to HR and business leaders. Assess and anticipate people related needs and formulate partnerships to deliver value-added service that reflects the business objectives of the organization and division.
• Cultivate the employee experience and support leaders in implementing employee engagement initiatives that support a culture of trust, learning, recognition and engagement
• Execute the global diversity, equity, inclusion, and belonging (DEIB) strategy and initiatives
• Coach managers to ensure new associates have a great onboarding experience and feel welcome; coach onboarding ambassadors and facilitate new manager assimilations to enhance collaboration
• Utilize people analytics, metrics (employee engagement survey, turnover, etc.) and workforce reporting to understand trends and identify gaps together with division leaders to develop appropriate solutions and programs to fill gaps and enhance the employee experience
• Design and implement resources and training to help reskill and upskill employees and enable meaningful growth and career development
• Benchmark best practices and emerging trends to make recommendations on course design, development, tools and technologies
• Support the design, implementation, and continuous improvement of leadership and emerging talent programs
• Coach and train leaders to manage performance from setting goals, reviewing progress and having meaningful conversations to improve individual and team performance. Focus on improving the quality of performance review experience through continued education.
• Own the implementation and communication of all engagement initiatives that support a culture of trust, learning and recognition
• Coach and train leaders to analyze engagement data and create meaningful action plans
• Drive the annual succession planning and talent review process ensuring leaders have a strong understanding of critical key roles, flight risks, high potential employees and gaps in succession planning; support leaders of leaders in creating meaningful developing plans for named successors
• Build capabilities in leadership around talent identification, evaluation of critical skills and competencies and developing plans to build required skills for next level roles
• Provide coaching and facilitate leadership development workshops in a virtual environment to strengthen leadership and build leadership and management capability
• Work closely with identified growth potential team members to build their leadership experience and knowledge, preparing them for succession into critical key roles
• Keep up to date on external trends and analyze internal data to identify gaps and develop initiatives and programs to meet short, medium and long-term business goals and strategic priorities

KNOWLEDGE & SKILLS