Learning & Development Specialist

The HR Culture department aims to foster a thriving company culture that offers exceptional careers, world-class development opportunities and retention programs that attract, recruit, engage, develop, and retain a high-performing dynamic workforce where employees feel valued, empowered, and inspired to contribute their best selves while driving innovation and organizational success.

Under the direction of the Program Development Manager, this position is responsible for designing, developing, implementing and managing a variety of programs and initiatives within the HR Culture business plan to enhance the organization’s effectiveness and support the continuous development and culture of our employees. This role will collaborate with various stakeholders and Subject Matter Experts across the organization within a defined area of responsibility to ensure that programs align with the overall business objectives and contribute to a positive and productive work environment that enables Brandt’s people to reach their full potential.

Duties and Responsibilities

Learning & Development

• Structure career development paths for Brandt employees, consisting of defined core competencies and job competencies, to facilitate employee development, gap analysis, performance management, and succession planning across the enterprise.
• Research, source, design, and develop comprehensive learning and development programs that target skill gap deficiencies and support the professional growth and development of Brandt employees on a wide variety of subjects, at all stages of the employee life cycle.
• Manage relationship/s with external training provider/s and coordinate, schedule and communicate all activities for external training.
• Work with stakeholders to confirm participant list and ensure training content is tailored to the organization’s specific needs and aligns with established learning objectives.
• Organize onsite logistics of all training courses including training material/aids, sign in sheets, audio visual equipment, catering, and other miscellaneous items.
• Adhere to training budget, issue purchase orders, manage vendor invoices and work with the Program Development Manager to apply for training grants where applicable.
• Oversee and monitor the quality of learning content and delivery, for internal programs and external learning providers.
• Gather organizational learning data, and prepare corporate reports on participation, feedback, and return on learning investment.
• Collaborate with Program Development Manager and Subject Matter Experts to assess learning program outcomes and effectiveness and adjust training content based on evaluation results.
  
  

Succession Planning

• Collaborate with stakeholders to identify critical roles within the organization and develop succession plans to ensure continuity of leadership.
• Engage executive and senior leaders in the identification of high-potential employees and the succession planning process.
• Collaborate with Program Development Manager and Subject Matter Experts to identify key role competencies and skills necessary to address business challenges.
• Assess and track high performers to develop a pool of talent to step into critical positions through targeted development opportunities.
• Implement strategies to retain key talent.
  
  

Onboarding

• Collaborate with Subject Matter Experts to develop and implement effective orientation and onboarding programs (including 30/60/90/180-day plans) to welcome new employees and facilitate their integration into the organization.
• Administer cycle reviews of Onboarding Plans to ensure provided tools and resources remain relevant and current.
• Ensure that new hires have the necessary tools, resources, and support to succeed in their roles.
  
  

Rewards & Recognition

• Research, develop and administer a robust rewards and recognition program that aligns with the organization's values, promotes a culture of high performance and motivation, and retains employees.
• Recognize and celebrate employee achievements and contributions.
  
  

Employee Engagement

• Conduct employee engagement surveys and compile workforce data reporting.
• Collaborate with Program Development Manager in analyzing workforce data and industry trends to anticipate future talents needs, identify areas for improvement and drive data-driven conversations with senior management and ownership.
• Develop and implement assigned initiatives to enhance employee engagement and satisfaction.
  
  

Other

• Design, implement and maintain organizational development processes within HR systems.
• Assist with the implementation and administration of relevant UKG HRIS modules, including the Learning Management System (LMS), Employee Voice, etc.
• Maintain accurate records of training activities, attendance, completions, scores and evaluations in the LMS.
• Generate reports and analytics on learner performance, course completion rates and other relevant metrics.
• Communicate via LMS accurate and complete training schedules and course information.
• Maintain an up-to-date catalogue of training programs including course outlines and descriptions.