Training Manager

Kaiser Permanente•Denver, CO

24d

About The Position

Training Management: Develops, establishes, facilitates and manages training plans, programs and materials for new and existing employees and team members. Ensures strategic direction of training programs are aligned with organizational business plan. Scope includes curriculum strategy and design leveraging KP existing training expertise such as training-related software (Knowlagent), on-line classes (Learning WELL), and SMEs (Subject Matter Experts). Ensures training strategy aligns with QA rules and results. Consults and partners with other functional areas (such as HR, QA, Process Improvement) to align training curriculum with incoming employee skills compared with the skills currently needed in the organization as well as those skills needed in the near future. Supervises staff that administers the learning management system including managing user profiles, educational presence inventory, and equipment/resource inventory. Selects training resources to support classes. Coordinates with vendors or in-house instructors to provide instructor-led classes where appropriate. Prepares quarterly reports that quantify training contribution. Builds strong relationships that foster commitment to working for Health Plan Service & Administration. Essential Functions: Establishes operational objectives and assignments and delegates to subordinate supervisors and/or technical/professional employees. Involved in developing, modifying and executing company policies, which affect immediate operations. Establishes departmental strategy and tactics, and contributes to operational area's strategy formulation and execution. Exhibits and gains commitment to changes required and acts as change executor. Encourages employee development by providing growth/learning opportunities. Coordinates planning activities with supervisors and team members to accomplish goals allocate resources and track results. Measures and monitors the execution of department and HPA processes. Initiates and evaluates required business process improvements in order to achieve business results and appropriate solutions for customers. May manage and/or recommend financial aspects of the department; may be accountable for direct budget. Manages HR/People processes for the department including performance reviews/management, resource management, planning, objective setting/alignment, employee development/coaching and training.

Responsibilities

Develops, establishes, facilitates and manages training plans, programs and materials for new and existing employees and team members.
Ensures strategic direction of training programs are aligned with organizational business plan.
Scope includes curriculum strategy and design leveraging KP existing training expertise such as training-related software (Knowlagent), on-line classes (Learning WELL), and SMEs (Subject Matter Experts).
Ensures training strategy aligns with QA rules and results.
Consults and partners with other functional areas (such as HR, QA, Process Improvement) to align training curriculum with incoming employee skills compared with the skills currently needed in the organization as well as those skills needed in the near future.
Supervises staff that administers the learning management system including managing user profiles, educational presence inventory, and equipment/resource inventory.
Selects training resources to support classes.
Coordinates with vendors or in-house instructors to provide instructor-led classes where appropriate.
Prepares quarterly reports that quantify training contribution.
Builds strong relationships that foster commitment to working for Health Plan Service & Administration.
Establishes operational objectives and assignments and delegates to subordinate supervisors and/or technical/professional employees.
Involved in developing, modifying and executing company policies, which affect immediate operations.
Establishes departmental strategy and tactics, and contributes to operational area's strategy formulation and execution.
Exhibits and gains commitment to changes required and acts as change executor.
Encourages employee development by providing growth/learning opportunities.
Coordinates planning activities with supervisors and team members to accomplish goals allocate resources and track results.
Measures and monitors the execution of department and HPA processes.
Initiates and evaluates required business process improvements in order to achieve business results and appropriate solutions for customers.
May manage and/or recommend financial aspects of the department; may be accountable for direct budget.
Manages HR/People processes for the department including performance reviews/management, resource management, planning, objective setting/alignment, employee development/coaching and training.