Manager

Responsible for corporate learning and development function within the Human Resources Operations Team. Implements all aspects of organizational development. Develops training programs, facilitates corporate learning & development change management initiatives, and reviews current development programs to ensure alignment to company goals. Implements and reports on the effectiveness of leadership development, team development, and organizational communication programs and practices. Participates in the evaluation and implementation of operational efficiencies in HR operations, services, processes and procedures. Leverages innovative practices and improvement of data processing methods to streamline and automate when effective. Responsibilities Recommends, develops, and implements training programs that support business objectives. Partners with HR business partners and business leaders to proactively identify and address training needs of the organization. Researches, designs, and implements practices that foster a strong corporate learning and development culture across the organization. Develops organizational development training content, including instructional materials, e-learning modules, job aids, and facilitator guides. Identifies and recommends opportunities to improve learning processes for scale and automation, and documents processes. Proactively identifies ways to automate processes and partners with IT as necessary to implement automation. Responsible for processing and ensuring all employee related learning and development data transactions are consistently accurate and evaluated for continued automation and opportunities for scale. Through audits identifies potential data integrity issues and partners with appropriate departments to prevent continued issues through automation or other means. Ensures organizational training programs meet compliance, quality, and performance standards. Minimum Qualifications Bachelor’s Degree in Human Resources, Business Administration or related field or equivalent experience. PHR, SPHR, or related HR Certification preferred. 8-15 years of experience in Human Resources or a specific HR discipline. Other Job Specific Skills Excellent verbal and written communication skills, including presentations and training. Experience supporting HR programs, policies, practices and procedures preferred. Tactfulness and self-confidence to appropriately maintain employee confidential information. Ability to manage multiple projects and priorities in a matrixed organization. Ability to work independently or as a team and effectively manage time. Technically savvy with excellent Microsoft Excel skills. Must have the ability to proactively research and review federal/state laws, regulations, and policies, and recommend courses of action. Establish credibility and maintain positive relationships with employees and managers at all levels of the organization. Ability to proactively research and implement new technology to streamline processes. Compensation Ranges Compensation ranges for ASM Research positions vary depending on multiple factors; including but not limited to, location, skill set, level of education, certifications, client requirements, contract-specific affordability, government clearance and investigation level, and years of experience. The compensation displayed for this role is a general guideline based on these factors and is unique to each role. Monetary compensation is one component of ASM's overall compensation and benefits package for employees. $78,400 - 79,600 Physical Requirements The physical requirements described in "Knowledge, Skills and Abilities" above are representative of those which must be met by an employee to successfully perform the primary functions of this job. (For example, "light office duties" or "lifting up to 50 pounds" or "some travel" required.) Reasonable accommodations may be made to enable individuals with qualifying disabilities, who are otherwise qualified, to perform the primary functions. EEO Requirements It is the policy of ASM that an individual's race, color, religion, sex, disability, age, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, disability, or age. All decisions on employment are made to abide by the principle of equal employment. #J-18808-Ljbffr