TMS - Talent Development Specialist II

NASA Jet Propulsion Laboratory

2d•$87,568 - $108,992•Onsite

About The Position

As a Talent Development Specialist (Level 2) reporting to the Manager of Talent Development, you will be responsible for delivering both organizational development and technical learning solutions. This role is designed for a professional who can consult on organizational needs while designing, developing, and implementing modern, user-centric learning experiences for a highly technical workforce. The Talent Development Specialist (Level 2) will partner with HR Business Partners, Business Managers, and line and project managers to implement Talent Development initiatives.

Requirements

Bachelor’s Degree: Organizational Development, Instructional Design, Adult Learning, or related field with a minimum of 3 years of experience.
Master’s Degree: Related field with a minimum of 1 year of experience.
Minimum of 2 years in course/workshop facilitation.
Effective communication skills with the ability to handle challenging situations/clients.
Proven ability to work effectively with others to achieve shared goals combining interpersonal skills with a commitment to collective success.
Excellent presentation skills; skilled in coaching, listening, and leading collaborative workshops.
Proven ability to collaborate and build relationships across all levels of a technical organization.
Knowledge of Adult Learning Theory (e.g., ADDIE) and Cognitive Behaviors.
The ability to flex to rapid shifts in work expectations.

Nice To Haves

Certification in Crucial Conversations, Extraordinary Leader 360, DiSC (or another Meyers-Briggs Type Inventory)
2 years in Instructional Design/Curriculum Development
Proficiency in Articulate Rise, Adobe Captivate, Camtasia, Degreed, Learning Management System proficiency, LinkedIn Learning, and Microsoft Teams.

Responsibilities

Serve as a key consultant to assigned business partners, provide thought leadership to expand learning experiences and improve team performance.
Partner with HR Business Partners (HRBPs) to facilitate learning experiences, programs, workshops and/or activities that align with business and team needs.
Areas of responsibility can include mentoring, team effectiveness, teambuilding, leadership and professional development.
Use a framework for instructional design (Analyze, Design, Develop, Implement, Evaluation: ADDIE) and design thinking methodologies to translate complex business problems into measurable learning solutions.
Design and deliver asynchronous and synchronous content, including eLearning, videos, virtual instructor-led training, in-person instructor-led training, and simulations for a hybrid environment.
Lead the creation of innovative curricula for strategic technical roles and priorities.
Perform user evaluations to identify behavioral trends and incorporate feedback for the maintenance or retirement of learning products.