Senior Talent Development Facilitator & Advisor

TheSeniorTalent DevelopmentFacilitator &Advisoris an expert-levelfacilitator andsubject matter expert in leadership development skills. This associateis a pivotal member of the Talent Management team andis responsible fordrivingthe quality and strategic relevance of the organizationsleadership developmentprograms.The Senior Facilitatoris a role model for the organizations culture and leadership behaviors.This is notsimplya Trainer role itsan opportunity toshift mindsets challenge assumptions and act as a classroom coach that guides participants to new insights thatdrive behavior change.TheSeniorFacilitator partners with a variety of stakeholders within and across the HR team and our businesses to deeply understand our culture and development needs and to propose recommended enhancements for continuous improvement.The Senior Facilitatorwill spend most of their timetraining to alllevelsfrom emerging leaders to senior executiveswhile serving as a coach andguideto other team members and program participants.

Responsibilities:

Mastery Facilitation and Coaching

• Expert-Level Facilitation:Deliver mastery-level facilitation forthe organizations flagship leadership development programs(The JM Family Way)primarily focused on experienced leaders and executivesthat are centered around our Values and Culture.Leadcomplex ambiguousand/orhigh-visibilityprogramsspanninga few hours to multiple days andensuring content is delivered with strategic depth and credibilitytodiverse audiences.

• Peer Coaching and Mentorship:Act as an internal coach and guide for team members by providing direct performance feedback modeling advanced delivery techniques and mentoring on managing complex group dynamics.

• Skill Application and Transfer:Co-design and lead advanced post-traininglearning experiencesand simulations to accelerate the transfer of critical skills into the job environment focusing onadoption ofmeasurable behavior change.

• Modeling Cultural Leadership:Consistently rolemodelthe culturevaluesand leadership skills setting the benchmark for the facilitation team and program participants.

Program Oversight and Content Strategy

• Program Refinement:Own the content and delivery strategy fordesignatedhigh-impact leadership programs continuously refining curriculum and materials based on participant feedback and business outcomes.

• Quality and Standardization:Partner with the Director Talent Developmentother programFacilitatorsand stakeholders toestablishand maintainhigh standardsfor program qualityandconsistency of delivery across all sessions and facilitators.

• Advanced Content Development:Collaborate with HR Relationship Managers People StrategyPartnersand subject matter experts toco-develop anddeliveradvanced content modules focusing on the most relevant topics to drive organizational effectiveness.

• Project Leadership:Lead complex content revision and program update projects ensuring all deadlinesare executed efficiently.

Continuous Improvement and Research

• Strategic Needs Identification:Partner with the Director TalentDevelopmentand Talent Management leadership team toidentifykey leadership development needs within the business and propose evidence-based solutions to address them.

• Learning Innovation:Conduct targeted external research and benchmark industry best practices to inform learning design and deliveryrecommendations introducing innovative methodologies to the Talent Development function.

• Measurement Support:Contribute to the overall measurement strategy by collecting synthesizing and analyzing advanced program data (beyondcompletion or satisfactionprogress) to inform continuous improvement decisions.

• Process Optimization:Propose and drive improvements in facilitation and program delivery processes to enhance efficiency and participant experience.

Qualifications:

• ExpertFacilitation:Demonstratedexpert of group dynamics executive presence and advanced facilitation techniques necessary for engaging a variety of audiences from frontline supervisors to experiencedexecutives aroundcomplexor challengingdiscussions.Ability to manage through ambiguousor unscriptedlearning scenarioswhilemaintainingcredibility anddemonstratingexceptional understanding of content while focusing on the needs of the participants.Flexto deliver a variety of different learning sessions.

• Strategic Prioritization:Exceptional ability to manage and prioritize competing demands across multiple strategic programs ensuring key delivery milestones are consistently met.

• Performance Consulting:Proven ability to diagnoseindividual performance gaps and propose targeted high-impact learning solutions.

• Adult Learning Innovation:Deepexpertiseand a proventrack recordof successfully implementing modern adult learning methodologies and applying user-centric design principles (i.e. Design Thinking).

• Coaching & Mentoring:Proven experience and skillsassociated withcoaching and mentoringsuch as active listeningreflectionand empathy tomaintainstrong connections.

• Agility and Resilience:Demonstratedability to adapt quickly to changing business priorities pivot program strategies when necessary andmaintaineffectiveness in ambiguous environments.Navigate challenging conversations in productive ways.

• Business Acumen:Solid understanding of the business strategy and its core functionsand businessunitsin order totranslate howleadership skillsdirectlyimpactsbusinssresults.

• Technology:Strong computer and technical skills includingproficiencyin Microsoft Office (PowerPoint Word Excel) and virtual collaboration tools.

• Experience:At least 10 years of progressive experience in the Learning and Development Talent Management Organizational Development or relatedbehavior andperformance improvement fields.

• Program Leadership:Extensive experience in the end-to-end design development and strategic execution of multiple large-scale leadership programs.

• PeopleLeadership:experience managing othersis highly desirable.

• Executive Exposure:Experiencing interacting and communicating with leadersand executivesatdifferent levelswith confidence and humility.

• Certification:Advanced professional certificationsstronglypreferred (e.g. CPLP executive coaching credentials).

• Education:Masters degree in Organizational Development Instructional Design Human Resources or a related field is highly desirable.