Manager of Learning & Workforce Development

Crisis Connections•Seattle, WA

23h•$115,000 - $115,000•Hybrid

About The Position

The Manager of Learning & Workforce Development focuses on designing, developing, and managing effective training programs for staff and volunteers using various learning methods (eLearning, videos, instructor-led sessions). Responsibilities include conducting needs assessments, aligning training with business goals, evaluating effectiveness, and ensuring compliance with standards. The role also leads professional development initiatives, manages the Learning Management System (LMS), collaborates on DEIB goals, and partners with clinical subject matter experts, IT and organizational leaders to ensure cohesive, inclusive, and impactful learning experiences across the organization.

Requirements

Bachelor’s degree in education or related field. Master’s degree preferred.
7 years in training, education, HR, or related field.
Solid knowledge of course development software and authoring tools to develop more sophisticated instructor led and online learning materials that includes multi-media and interactive learning.
Proven work experience preparing courses for e-Learning in a Learning Management System. Ability to write effective training notes, instructional text, audio scripts, video scripts.
Training and demonstrated competency in adult-learning theory, human-centered design, Universal Design for Learning, trauma informed teaching, and instructional design models.
Demonstrated understanding and execution of DEIB principles within educational design and delivery.

Responsibilities

Design, develop, and deliver (topic dependent) engaging and effective learning programs and systems for staff and volunteers using a variety of learning modalities including eLearning, videos, and instructor-led training.
Incorporates youth and adult learning principles to identify appropriate training media and methodologies based on learning styles, complexity of content, and expected business goals/outcomes.
Conducts job-task analysis and/or needs assessment to identify learning objectives and to determine training solutions and other performance enhancement solutions.
Consults with managers and various team members to develop training program goals, objectives and schedules. Ensures focused training, increasing the capability of employees to perform their job.
Designs evaluation strategies, metrics and tools to determine whether desired learning and performance outcomes are achieved.
Reviews program evaluations, test results, operational metrics, and participant and manager feedback on training effectiveness to make recommendations for program improvement.
Identify non-clinical training needs by conducting needs assessments and consulting with leaders and stakeholders across the organization. (Clinical training needs, clinical training content, assessment and clinical training delivery are the responsibility of the Clinical department).
Ensure trainings are in compliance with accreditation standards, contractual requirements and Crisis Connections’ policies.
Own the end-to-end life cycle of employee, management and volunteer training programs.
Coordinate with IT on systems training to ensure consistency across the organization with onboarding of new hires.
Oversight of employee Leadership and Management specific programs and other employee professional development initiatives with a focus on professional development that promotes access to advancement within the organization. Optimize, redesign, and/or revamp employee professional development and compliance training as needed. Programming may include curating existing learning programs, peer-learning, workshops, job shadowing, and mentorship.
Evaluate and measure the effectiveness of learning programs using surveys, assessments, learner feedback sessions, and other methods as needed. Develop and provide reporting on measurements to appropriate audiences.
Gain a full working knowledge of each business unit and build relationships across the organization to ensure the relevancy of learning programs.
Serve as a model for diversity and inclusion excellence; innovate in diversity, equity, and inclusion work to build a culture of belonging both inside and outside the training environment.
Collaborate with DEIB leadership and stakeholders to ensure training program goals meet the needs of underrepresented staff.
Coordinate logistics for professional development and leadership trainings and workshops.
Ensure the maintenance of the Learning Management System (LMS) including adding new users, publishing courses, building learning paths, and generating LMS reports.
Ensure trainings across the organization are standardized, cohesive and compliant with brand standards.
Other projects as needed to support Crisis Connections learning and development needs.