Learning & Development Consultant

es and Responsibilities**

A. Program Management:

• Design, manage, facilitate, and evolve manager education programs including Manager Academy.

• Write and review instructional content to ensure alignment with corporate strategy and consistency with other internal LD programs.

• Ensures project expenses are in line with established budget parameters and are current with timeline schedule dates. Follow-up on items that either have overspent or will need additional time to ensure all parties are aware of discrepancies with the original project plan.

• Consult and coach facilitators, (leaders, managers, and employees) to present material in an effective and cohesive manner. Proactively look for learning opportunities during facilitator coaching sessions in order to ensure a clear understanding and implementation of the material presented.

B. Strategic Alignment and Consulting:

• Proactively develop learning programs that support our business strategy. Consult with division representatives, learning topic sponsors, frontline leaders, and their teams to design and implement strategic curriculum and /or learning paths for employees.

• Conduct needs analysis, determine, and document training objectives, and recommend the most effective learning delivery mode(s) to meet specific needs. Foster partnerships with groups Corporate Talent and Development and other LD teams throughout NM, ensure alignment of purpose and take advantage of possible synergies.

• Leverage cross-departmental relationships, negotiations, resources, and logistics from design to execution with front-line leadership, learning topic sponsors, {Creative Services, Communications} and other internal and external resources in order to facilitate {corporate/department/field} learning outcomes.

• Foster an organizational learning environment that is aligned to business priorities where continuous improvement and transfer of knowledge is part of everyday learning and development throughout the enterprise.

C. Instructional Design:

• Assess the need for, develop, deliver, and partner with internal teams and external vendors in order to tailor learning programs and curriculum to existing or future needs of the organization.

• Proactively consult with company leaders and employees in order to understand their learning needs, find opportunities, and tailor programs to address learning and development gaps.

• Responsible for the creation and development of interactive on-site and web-based training modules, self-study materials and intranet sites to be used for developing home office employees.

D. Metrics Evaluation:

• Measure and evaluate the effectiveness of learning and development programs and communication methods. Develop recommendations for improvement of current programs.

• Conduct a summative evaluation that determines the overall effectiveness of instruction. Analyze learner outcomes and attitudes. Consider the ease of implementation and program costs.

• Create an assessment strategy. Determine what type of assessment instrument will be utilized.

E. Other:

• The incumbent will need to complete Coach Academy, Facilitator Academy, and Manager Academy within 12 months of the hire date.

• Broker outside training programs to fulfill client needs and negotiate cost. Evaluate and select external learning vendors when necessary. Oversee and evaluate the work of outsourced consultant, instructional designers, and facilitators. Coordinate interaction between NM employees and external learning vendors, when appropriate.

• Stay current on emerging technologies and best practices in the field of learning and development. Research, recommend, implement, and apply new instructional tools, technological advancements and/or best practices in support of the organizational strategy.

• Accountable for spend activities to ensure adherence to the established budget for program expenses.

• Facilitate and advocate professional development, training or mentoring activities, and instructor-led learning events to support organizational efforts.

• Participates in projects and other responsibilities as necessary.

Qualifications

• Bachelor's degree in instructional design, adult education, communications, organizational development, or related field

• Minimum of five years of progressive experience in adult education/training, leadership development, or organizational effectiveness learning development necessary.

• Minimum of five years of people leadership experience preferred.

• Demonstrated ability to effectively manage multiple assignments concurrently, set priorities, and meet aggressive deadlines with a commitment to team objectives.

• Excellent writing, facilitating, and public speaking skills required.

• Demonstrated ability to facilitate and work effectively with people at all levels.

• Demonstrated diplomacy, sensitivity, and flexibility in adapting to rapidly changing needs and priorities; quick, effective decision-making skills.

• Effective interpersonal skills in order to adapt to and navigate throughout the organization networks.

• Effectively able to listen to, engage, negotiate, and influence clients;

• Synthesize and relate complex information;

• Analyze communication and execution problems and opportunities; and develop and Implement integrated training / educational strategies.

• Proven experience developing and delivering effective curriculum and training programs.

• Proven project management experience.

• Master's degree in instructional design, performance consulting, or adult learning preferred

• Ability to negotiate, lead, delegate, plan and organize.

• In-depth knowledge of the company preferred.

Compensation Range:

Pay Range - Start:

$62,160.00

Pay Range - End:

$115,440.00

Northwestern Mutual pays on a geographic-specific salary structure and placement in the salary range for this position will be determined by a number of factors including the skills, education, training, credentials and experience of the candidate; the scope, complexity as well as the cost of labor in the market; and other conditions of employment. At Northwestern Mutual, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. Please note that the salary range listed in the posting is the standard pay structure. Positions in certain locations (such as California) may provide an increase on the standard pay structure based on the location. Please click here for additional information relating to location-based pay structures.

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We are an equal opportunity/affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender identity or expression, sexual orientation, national origin, disability, age or status as a protected veteran, or any other characteristic protected by law.

If you work or would be working in California, Colorado, New York City, Washington or outside of a Corporate location, please click here for information pertaining to compensation and benefits.