Provide strategic leadership and consulting expertise in employee learning and development to enhance the capacity and productivity of Chelan PUD (District) and its employees. In alignment with the District’s strategic objectives, work with business unit management to conduct needs assessments, to identify and provide access to existing training resources, and to create, design and implement new learning methods and activities for employee development. Partner with Employee Relations and business unit managers to address individual performance concerns, as appropriate, through targeted learning and development opportunities.
JOB FUNCTIONS: To perform this job successfully, an individual must be able to perform each essential function of the job satisfactorily. Essential functions are those activities that, if not performed, would significantly and fundamentally alter the position.
# EF % of Time Job Functions
EF 30% Employee Learning and Development Program Design: Design effective learning and development policies and programs using knowledge of the effectiveness of various methods such as classroom training, on-the-job training, apprenticeships, train the trainer, conferences, workshops and formal educational programs. Topics may include, but are not limited to, technical training, supervisory skill development, worker upskilling, etc. Design blended learning approaches for optimum impact. Determine whether to provide learning and development through external resources or deliver internally.
EF 15% Employee Learning and Development Program Delivery: Serve as a facilitator, instructor, coach and subject matter expert to deliver effective development solutions aligned with business needs. Maintain and update training materials, track training initiatives, communicate with employees, conduct marketing campaigns and perform administrative functions as needed to support learning and development activities. Conduct evaluation processes to assess instructor performance.
EF 15% Needs Assessments: Manage or conduct District learning and development needs assessments and gap analyses, to determine the training and development solutions to create, modify or procure.
EF 10% Leadership Learning & Development: Designs and manages the District’s leadership, management, and supervisor learning and development programs including semi-annual all leadership team meetings. Directs the work of others as a project leader.
EF 10% Management of External Resources: Contract for, and manage, external trainers and consultants addressing systemic organizational issues and training needs. Serve as the primary liaison and catalyst in efforts to collaborate with external resources and other utilities to leverage learning and development resources to mutual advantage, such as the Center of Excellence and the Mid-Columbia partnerships.
EF 5% Program Assessment: Assess training effectiveness and modify, expand or focus programs to improve results. Measure results and provide recommendations for improvement.
EF 5% Support District-wide Initiatives: Provide learning and development support for implementation of District-wide initiatives such as Human Performance Improvement, change management, compliance, or diversity and inclusion, to meet business objectives.
EF 5% Employee Performance Improvement: Partner with Employee Relations and business unit managers to address individual performance concerns, as appropriate, through targeted development opportunities.
EF 5% Fiscal Responsibilities: Provide input into learning and development budget preparation. Manage program expenditures within budget.
SF Ongoing Drive a motorized vehicle while conducting business on behalf of the District.
QUALIFICATIONS: The qualifications listed below are representative of those required, but reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.
A bachelor's degree in Organizational Development, Human Resources, Industrial/Organizational Psychology, or related degree is required. Candidates with a master’s degree in Organizational Development, Organizational Effectiveness, Industrial/Organizational Psychology or a Certified Professional in Learning and Performance (CPLP) credential are preferred. Candidates with SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), HRCI Professional in Human Resources (PHR), or HRCI Senior Professional in Human Resources (SPHR) credentials are desired.
Typically requires seven (7) years of directly related experience in Learning and development program assessment, analysis, design and delivery; experience with the utility industry is helpful, but not required.
Additional Salary Information: In addition to a competitive salary range of $84,600 - $112,800 (based on qualifications, skills and abilities), Chelan PUD employees also enjoy outstanding benefits which include the option of a zero cost medical plan (medical, dental and vision for all eligible dependents), short and long-term disability, Washington State Public Employee's Retirement System, Deferred Compensation (with company matching funds up to 5%), 11 holidays and initial personal leave accrual at 21 days per year.