Title: Manager, Leadership Development
Company: Peoples Gas System
State and City: Florida - Tampa
Shift: 8 Hr. X 5 Days

POSITION CONCEPT

The M anager of Leadership Development is responsible to the overall direction, coordination and implementation of the training and development activities for the organization ensuring consistency with the overall company and HR strategy, business goals and expectations. The role will provide recommendations that align with the company culture and goals in order to help it grow and thrive. Partnering with the HR Operations team and the business, this role provides leadership development solutions that will assist in the continuing development of our talent. This position will also focus on the organization’s overall engagement, leading the employee engagement survey, ensuring alignment on trends and action plans for the organization to enhance engagement.

This position also supports the company’s DE&I strategy to attract, hire, and retain a diverse workplace providing leadership to our currently established Employee Resource Groups (ERGs).

Primary Responsibilities:

Leadership Development & Organizational Effectiveness – 70%

1. Assists Leadership in the analysis, design, and deployment of talent strategies (leadership development, learning solutions and organizational effectiveness. Collaborates with the business, HR Operations and Emera affiliates to identify gaps and talent opportunities, recommending programs that will lead to long-term strategic change, engagement, and retention. Presents leadership development and organizational effectiveness strategic plans to executives, Emera affiliates and HR leadership. (10%)
2. Develop and deploy various types of team member focused leadership development materials, including eLearning, facilitator guides, performance coach support tools, and job aids for multiple delivery methods. Manage projects and design instruction for large scale content development initiatives including education for our Performance Coaches across all elements of the candidate and employee life cycle. Prioritize learning and development projects, estimate work efforts, and determine staff and resource requirements. (10%)
3. Lead the company in all matters of adult learning principles; coach subject matter experts, content developers, and other instructional designers to design, develop and deploy appropriate learning programs. Facilitate ways to help team members become better trainers and facilitators. (10%)
4. Produce actionable metrics to improve the effectiveness of our leadership development program through data analysis and reporting. Responsible for the performance management full cycle administration for the company. Act as liaison for the LMS platform and participate in learning system development and curation of content in partnership with the other Emera affiliates. Act as administrator of Kudos platform (recognition system) and respond to all team member inquiries. (10%)
5. Supports all of HR in the development and facilitation of trainings (PC drop-in calls, etc…). (5%)
6. Reviews, assesses, administers selection assessments/testing. Making recommendations on enhancements as appropriate. (5%).
7. Develops, deploys, and manages the Employee Engagement Survey full cycle process across the organization including reporting, tracking and trending. (5%)
8. Stays abreast of the latest developments in adult learning trends and principles, changes in learning theory, and developments in learning technologies. Embraces and implements tools and methodologies to enhance learning experiences for our team members. (5%)

Diversity and Inclusion – 30%

1. Researches, develops, recommends, and executes creative strategies to foster the organization’s diversity, equity and inclusion (DE&I) goals. Maintains knowledge of diversity-related issues, legislation, and best practices. Utilizes DE&I partnerships to enhance development opportunities for our Team Members. Presents DE&I strategic plans to executives, Emera affiliates, and HR leadership. (10%)
2. Collects and analyzes statistical data to evaluate the company’s population in accordance with diversity standards and goals. Reviews current practices and policies, assessing and analyzing the extent to which they support or hinder the company’s diversity goals, and provides recommendations. (5%)
3. Provides Leadership and support to the DE&I Council, Champions, and Employee Resources Groups (ERGs). (5%)
4. Partners with the Communication and Marketing and HR teams to execute the DE&I strategic plan. (5%)
5. Develops and/or acquires key initiatives, and training and development resources to aid diversity and retention initiatives. (5%)

SUPERVISION

Direct Supervision: N/A

Indirect Supervision: Contractors, TM trainers, Initiative Champions/SMEs, Diversity Council members, ERG members

ontractors, TM

RELATIONSHIPS

Key Internal: Collaborates effectively with team members at all levels including senior leadership within PGS, and Emera affiliates. Requires establishing relationships with the business to understand and support goals, objectives and development needs. Expected leadership and participation in decision-making meetings on a regular basis.

Key External: Consultants, vendors, contractors, industry associations, and business partners

QUALIFICATIONS

Education

Required: Minimum of bachelor’s degree in human resources, Training, Organizational Development, or related field or relevant experience commiserate with a bachelor’s degree required.

Preferred: Master’s degree in organizational development or human resources preferred.

Licenses/Certifications

Preferred: CPLP credentials preferred. SHRM-CP or SHRM-SCP preferred.

Related Experience

Required: At least five (5) years of Human Resources, Leadership Development or related experience required with at least three years specializing in adult learning principles, leadership development, organizational development.

Preferred: Minimum of five (5) years of direct work experience performing the Duties and Responsibilities of this position is preferred. Experience leading and developing an internal diversity program is also preferred.

Supervisory Experience

Required: N/A

Preferred: Proven experience leading and influencing without authority.

Knowledge/Skills/Abilities (KSA)

Required: Experience in adult learning principles. Strong leadership and organizational skills, as well as excellent oral/written communication and presentation skills; Ability to successfully collaborate across multiple functions within an organization including up to Executive Leadership; Must have a demonstrated track record of progressive performance results and specific strengths in strategic thinking, development and deployment of leadership development programs, and effectiveness in managing and overseeing complex talent initiatives. Experience helping to lead change management efforts. Experience collecting and analyzing qualitative and quantitative data to make informed business decisions. Experience working within and across a variety of platforms and technologies, including a learning management system. Strong computer skills, including demonstrated proficiency in: Microsoft Office Suite, and eLearning software.

COMPETENCIES

• Takes Ownership and Acts with Integrity
• Drives Business Excellence for Customers
• Builds Collaborative Relationships
• Develops People and Teams
• Cultivates Innovation and Embraces Change
• Thinks Strategically and Exercises Sound Judgment

WORKING CONDITIONS

• Normal office environment, with frequent visits to PGS Operations field and work locations across the State of Florida.
• Ability to lift 15 pounds when needed.
• Ability to stand and/or sit for a minimum of 7 hours a day.

STORM DUTY REQUIREMENTS....Please make sure to read below!!! Responding to storms will be considered a condition of employment.

TECO Energy and its companies serve a role in providing critical services to our community during an emergency. Team members are required to participate in the response/recovery activities related to emergencies/disasters to maintain service to our TECO Energy customers. Team members are required to work in their normal job duties or other assigned activities. Proper compensation will be made in accordance with the company's rules and procedures.