L&D Lead

Owens Corning•Waxahachie, TX

22h•Onsite

About The Position

The Plant Training and Development (T&D) Lead works in partnership with plant leadership to develop and execute a holistic training and development plan that drives business results in a manufacturing environment. The T&D Lead conducts a thorough needs analysis to proactively and reactively identify root causes of performance gaps and address facility capability needs. This position designs, develops, implements and evaluates learning solutions to facilitate a safe work environment, operational excellence, professional development and continuous learning. He/she is responsible for training standards, procedures, and scheduling, including the accuracy and relevance of training records and content within the LMS (Talent Center Learning). The T&D Lead facilitates an environment of continuous learning by creating visibility to new learning opportunities, ensuring engaging training experiences and meaningful individual development planning.

Requirements

Minimum five (5) years of training and development experience (preferably in a manufacturing setting)
Demonstrates an awareness and practical use of existing, and newer technologies used in training.
Working knowledge of ADDIE and instructional design methodologies
Experience in training needs assessments.
Strong training facilitation expertise
Business expertise. Brings a rigorous business orientation to the learning and development agenda.
Ability to see the interdependencies between learning and development, Talent Management, plant operations, and the goals of the business.
Excellent oral and written communication skills.
Excellent management consultation skills and ability to manage relationships.
Relationship / Partnership Building - ability to work well with others with diverse backgrounds and at various organizational levels. High emotional intelligence.
Problem Solving and Decision Making
Strong Intellect, with ability to combine analytical reasoning, creativity and judgment.
Quick study; able to handle complex matters with multiple initiatives going on simultaneously.
Able to deal effectively with strategic issues, as well as tactical operational details.
Agility. Must be highly organized and able to adapt to constantly changing schedules and product demands
Highly Ethical. Can be trusted to do only the “right thing” for the employees, shareholders, and others. Follows a balanced approach without compromising integrity.
Results Oriented. Energetic, resourceful, with strong service orientation and positive can-do attitude. Fully committed to the job and to deliver outstanding work. Never satisfied with status-quo, continually striving for excellence.

Nice To Haves

Certified Professional in Learning and Performance (CPLP) by ASTD
Certified Instructional Designer/Developer by Langevin
Certified Master Trainer by Langevin

Responsibilities

Applies a Performance Consulting and Training Needs Analysis (TNA) approach to assess and plan learning and development for employees at the facility.
Consults with operating departments and other stakeholders to identify business opportunities to impact efficiency, effectiveness, and drive change adoption through learning and development solutions.
Defines gaps between current and desired performance and determines root cause(s) of performance gaps.
Participates in talent reviews to identify training, growth and development needs of employees and ensure the execution of actions identified in reviews.
Partners with the HR Leader on attrition forecasting and succession-planning activities.
Ensures training relevancy with all policy and process changes.
Develops and manages an overall comprehensive training plan for the facility (new and current employees) and executes to the plan.
Applies the ADDIE model approach to design, develop, and evaluate informal and formal learning solutions that meets facility and business needs.
Identifies successful performance (standards; what “right” looks like) for required skill and compliance areas; analyzes audience and tasks; develops clear learning objectives.
Curates (internally and externally) and develops a blend of learning solutions (classroom, online, simulations, job aids, OJT, etc.) that best addresses the specific needs of the audience, learning objectives, and organizational constraints - ensuring sustainable learning.
Seeks out opportunities to leverage technology to accomplish learning outcomes, maximize efficiencies, and achieve business goals.
Collaboratively identifies training success metrics with facility stakeholders; develops evaluation instruments (surveys, tests, checklists, etc.) and reporting cadence to assess training effectiveness at each level of measurement.
Conducts data analysis resulting from talent processes to align learning and development initiatives with business objectives and strategies.
Develops schedules and manages logistics for completion of required learning activities.
Documents training standards and procedures for the plant; creates alignment to ensure quality and consistent execution.
Oversees the accuracy and relevance of plant learning records and learning content in Talent Center Learning (LMS).
Creates, edits, and maintains learning content and curricula.
Registers employees into scheduled offerings, monitors demand for scheduled activities, records attendance, actively manages event waitlists, and generates event-related reports.
Serves as the primary caretakers of learning items offered by the plant and/or business and has ultimate responsibility for the quality and relevance of items in the system.
Provides training documentation and reports to plant and business stakeholders as needed.
Inspires an environment of growth by providing learning and development opportunities that are engaging, meaningful, and challenging; influencing employees to continuously learn and improve.
Partners with plant leadership to develop and support individual training and development plans for primary employees.
Provides coaching and mentoring as needed.
Participates in the development of new policies, procedures, and process changes as required to drive performance.
Provides Train-the-Trainer development opportunities and coaching to SMEs to build strong facilitation skills and create classroom learning that engages employees, adapts to their needs, creates a safe learning environment, breaks down difficult concepts, provides feedback, and encourages practice and interaction.
Stays current with new learning resources and opportunities made available by the business, COE, or external networks and actively shares information with employees.
Plays an active role in the Insulation Training Network to leverage best practices and incorporates consistent processes across the Insulation operations network.