Cleary Gottlieb Steen & Hamilton LLP

  • Professional Staff Learning & Development Manager - North America

    Job Locations US-NY-New York | US-DC-Washington
    Job ID
    2018-1189
    # of Openings
    1
    Category
    Administrative
  • Overview

    The Professional Staff Learning & Development Manager - North America will work across the Firm’s New York and DC offices, and in close collaboration with the Firm’s offices outside of the United States, to ensure that for the professional staff the proper training, development, upskilling, employee engagement and performance management processes and solutions are in place, in order to drive high performance, keep staff skills aligned with the business needs of the firm, and retain talent. 

     

    The Manager will be the overall architect for training, professional development and engagement for the professional staff in the firm’s New York and DC offices, and while s/he will at times deliver courses/content to members of the professional staff, it is not intended that this role be primarily a training role but rather primarily focused on design, strategy, direction and content, curricula and programmatic creation.

     

    Building on existing programs and content and leveraging existing technology, The Manger will be responsible for: the identification, assessment, design, implementation and process management/process improvement of: training/development curricula/content and programs, systems (including technology systems) and delivery methods, staff engagement programs and initiatives, pilot programs involving new support models, talent management initiatives, vendors and consultants related to training and development and special projects as assigned that relate to staff training, engagement, organizational development and talent acquisition or retention.

    Responsibilities

    • Partner across the Firm’s NY and DC offices and with the global L&D function to gain in-depth understanding of the needs of staff at various levels in order to develop tailored training programs, curricula, and development initiatives
    • Oversee training/development personnel in NY and DC, where applicable, and oversee engagement of outside consultants and trainers
    • Determine talent solutions (both within talent management processes and otherwise) that will enable increased Firm and employee performance, and retain talent
    • Align talent management and performance management processes and outcomes to the business needs
    • Work across the business and with HR, in particular, to develop and coordinate competency models, further building competencies into performance assessments and development plans
    • Recommend and operationalize ongoing processes and process improvements related to talent management to enable improved talent and organizational capabilities
    • Design and oversee the delivery of change management plans, training programs and resources, and communications related to the talent management cycle
    • Design and oversee initiatives and efforts aimed at employee engagement
    • Prepare and analyze training satisfaction surveys for continued enhancements

    Qualifications

    • 7 + years of broad HR experience (ideally within legal or other professional services) including talent acquisition, talent management and talent development; additional experience as a HR/L&D Business Partner preferred
    • Experience managing people and/or processes
    • Bachelor's degree in human resources or related field; master's degree in related field preferred
    • Experience designing, developing and supporting organization-wide talent management programs that cover talent acquisition, performance management, talent development, management development, coaching, and succession planning
    • Strong presentation and facilitation skills with a range of audiences and levels of experience
    • Polished and effective written and oral communication skills
    • Demonstrated experience working across all levels of an organization
    • Able to build strong relationships with key internal stakeholders and external trainers, coaches and consultants
    • Proactive team player capable of self-management and oversight of people and processes

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