Learning and Development Manager

CORE RESPONSIBILITIES AND TASKS The Learning and Development Manager is responsible for managing all Enterprise Core and Nomination programs and supporting resources to ensure that development tools and opportunities are aligned and available to employees in all regions where we conduct business. The position will work closely with the Enterprise Talent Enablement team and with Division and Region L&D teams to ensure that learning and development programs and resources are aligned with core Global Competencies by Leadership Pipeline level. The Learning and Development Manager will work independently and in collaboration with others, including but not limited to other internal Learning & Development professionals, HR Partners, and various vendors to ensure successful implementation and execution of Enterprise learning and development programs and resources. Enterprise Leadership Development & Resource Management Analysis Conduct thorough training needs analyses with stakeholders to identify performance gaps and define learning objectives aligned with Sherwin-Williams' leadership development strategy. Work with key Enterprise and Division Leadership to gain a better understanding of the key business challenges and required results. Align formal development programs and resources to Global Competencies and functional / business related skills. Design Partner with key vendors to align with Sherwin-Williams' needs as it relates to Enterprise Programming. Evolve enterprise leadership development pathways across key leadership stages (e.g., first-time leader, expanded scope leaders, enterprise leadership readiness). Establish and maintain enterprise governance and standards for leadership development to ensure consistency across regions, functions, and businesses. Manage the scheduling and deployment strategy for USCA enterprise programs and partner with regional partners in EMEAI, APAC and LATAM to execute their programming. Development Revise or create enterprise programming to fit any skill gaps across the organization with our key vendors. Deploy appropriate tools, resources and training that align with the competencies assigned to each level of the leadership pipeline. Develop a consistent streamlined communication plan relative to learning programs, projects, and systems. Establish and maintain enterprise governance and standards for leadership development to ensure consistency across regions, functions, and businesses. Implementation Provide regular communications regarding learning program/project status to learners, managers, and system administration, and project stakeholders via email, project status meetings, regular metrics reporting, company communications, etc. Facilitate training for groups of cross-functional and geographically diverse employees, as needed. Evaluation Define success measures and continuously improve leadership development approaches based on best practices and aligned to enterprise outcomes. Measure learning effectiveness against predetermined learning objectives. Develop evaluation procedures to ensure effective learning results. #J-18808-Ljbffr