Learning & Organizational Development Partner

Ephrata National Bank•Ephrata, PA

1d•$82,000 - $123,000•Onsite

About The Position

As a Learning & Organizational Development Partner, you will work closely with subject matter experts to drive the design, development, implementation, maintenance, and evaluation of programs. This will include conducting needs analysis, instructional design, learning delivery, evaluation, project management, and research for ENBU (Ephrata National Bank University) programs. You will serve as a trusted partner across the organization to drive and support our growing culture, aligned with the bank’s mission, vision, and values. You will be responsible for making and executing recommendations to enhance the performance, productivity, and skills of employees.

Requirements

Bachelor’s degree or equivalency of experience in lieu of a degree.
5 years of training and organizational development experience; experience within the financial services industry and/or customer experience is strongly desired.
Proven ability to present to large groups and speak interpersonally with individuals in a friendly, professional, and effective manner.
Ability to lead and develop training to meet organizational initiatives.
Ability to make sound decisions in identifying training solutions and proactively resolving learner issues.
Proven strong ability to meet critical deadlines and prioritize multiple tasks in a fast-paced environment.
Ability to design and develop curriculum using instructional theory, including assessments,
Experience using learning management systems and instructional design software such as Adobe Captivate, Articulate or Storyline.

Nice To Haves

experience within the financial services industry and/or customer experience is strongly desired.

Responsibilities

Strategically plan and develop programs that are aligned with the organizational needs.
Facilitate learning workshops and programs.
Execute and manage internal programs. Ensure effective development and facilitation of programs.
Assess, design, implement, and facilitate internal learning programs for ENBU.
Leverage learning and organizational expertise to drive outcome-focused programs and initiatives.
Partner with key subject matter experts and stakeholders to support the bank’s priorities and development needs.
Develop content consistent with ENB’s values and culture.
Partner with the Learning and Organizational Development segment leader in executing the organization’s learning strategy.
Execute strategies, policies, processes, initiatives, tools, and systems to drive talent development, culture, and organizational development initiatives across the organization.
Partner with Human Resources on development plans as a result of the annual succession planning process to ensure identified learning needs are effectively integrated into the plan.
Identify skill gaps and deliver learning solutions to address the organization’s most critical needs.
Identify and procure or design learning content, training, and learning experiences for purposes of broad upskilling and continuous improvement.
Partner with the Project Management Office to ensure new technology, processes, or conversions are supported with a strategic approach to training and development.
Partner with the segment leader to develop ENBU marketing strategy to increase awareness and drive enrollment in programs.
Oversee and maintain the organization's new employee onboarding and culture programs.
Serve as the Learning Management System administrator.
Utilize the HRIS system to manage talent records for all employees.
Lead day-to-day project tasks and organizational development initiatives.
Analyze the organization and proactively identify training and development opportunities and objectives.
Oversee a mentorship strategy across the bank to build and cultivate internal talent development.
Partner with the segment leader on third-party and vendor relationships related to ENBU curriculum.
Partner with the segment leader to execute on organizational diagnostic tools to enhance communication, emotional intelligence, self-awareness, behavioral, or leadership style. Use OD tools to solve organizational challenges or provide solution-oriented human capital diagnostics.
Makes recommendations to the segment leader on learning & organizational development budget.
Confers with management, supervisors, and employees to gain knowledge of work situations requiring training and to better understand changes in policies, procedures, regulations, business initiatives, and technologies.
Monitor, evaluate, and report on the ROI of training programs.
Serve as an agent for change.
Assume responsibility for projects and objectives assigned or identified.