Deputy Executive Director-Learning & Development

Salary range is $165K to $315K with a midpoint of $240K. New hires typically receive between minimum and midpoint however we may go slightly higher based on experience internal equity and market.

Sound Transit also offers a competitivebenefits packagewith a wide range of offerings including:

• Health Benefits: We offer two choices of medical plans a dental plan and a vision plan all at no cost for employee coverage; comprehensive benefits for employees and eligible dependents including a spouse or domestic partner.
• Long-Term Disability and Life Insurance.
• Employee Assistance Program.
• Retirement Plans: 401a 10% of employee contribution with a 12% match by Sound Transit; 457b up to IRS maximum (employee only contribution).
• Paid Time Off: Employees accrue 25 days of paid time off annually with increases at four eight and twelve years of service. Employees at the director level and up accrue additional days. We also observe 12 paid holidays and provide up to 2 paid floating holidays and up to 2 paid volunteer days per year.
• Parental Leave: 12 weeks of parental leave for new parents.
• Pet Insurance.
• ORCA Card: All full-time employees will receive an ORCA card at no cost.
• Tuition Reimbursement: Sound Transit will pay up to $5000 annually for approved tuition expenses.
• Inclusive Reproductive Health Support Services.
• Compensation Practices: We offer competitive salaries based on market rates and internal addition to compensation and benefits youll find that we provide work-life balance opportunities for professional development and recognition from your colleagues.

GENERAL PURPOSE:

We are seeking a strategic business-minded innovative leader to lead our Learning & Development (L&D) function. This role provides enterprise leadership for workforce capability learning development and talent readiness ensuring our people have the skills experiences and support needed to deliver complex transportation projects for the Puget Sound region.

Leading the training learning business partners and instructional design teams this role operates as a senior leader with the People & Culture department and a trusted partner to executive leadership translating business priorities into impactful learning experiences that drive performance engagement and growth.

This role will play a critical part in preparing the agency for ongoing transformation evolving workforce needs and increased expectations for leadership capability equity and performance. The Deputy Executive Director will ensure learning investments directly support business outcomes change readiness and long-term workforce sustainability aligned to the Agencys long-term strategic workforce plan.

ESSENTIAL FUNCTIONS:

The following duties are a representative summary of the primary duties and responsibilities. Incumbent(s) may not be required to perform all duties listed and may be required to perform additional position-specific duties.

• Lead the development and execution of a multi-year learning and capability strategy aligned and integrated with business talent and learning outcomes to achieve organizational goals and future workforce needs.
• Collaborate cross-functionally and partner with other People and Culture divisions operational departments and senior leadership to align learning strategies with workforce planning succession planning and critical role development.
• Ensure learning initiatives are measurable scalable tied to business outcomes and manage learning offerings a product portfolio.
• Identify current and future skill gaps and build learning solutions that support transformation growth and change.
• Support enterprise transformation initiatives by embedding learning and building capability into change efforts.
• Oversee learning programs tied to performance engagement culture and retention.
• Leverage data and insights to continuously improve and influence learning effectiveness.
• Establish the enterprise vision principles and standards for instructional design to ensure learning solutions are strategic scalable and driven by outcomes.
• Provide executive oversight for instructional design practices ensuring alignment with adult learning theory accessibility standards and organizational priorities.
• Ensure learning solutions are intentionally designed to drive behavior change performance improvement and business impact.
• Champion modern learning design approaches and ensure the organization adopts effective evidence-based modalities at scale.
• Ensure effective partnership models between instructional design subject matter experts and business leaders.
• Hold teams accountable for using data learner insights and performance metrics to assess and improve learning effectiveness.
• Adopt an agile approach to accelerate learning design and delivery that integrates data-driven AI-enabled technology to drive personalized learning experiences.
• Ensures all learning experiences reflect inclusive design principles meet accessibility and equity standards and activate diverse learning opportunities for personal and professional growth that delivers broad access to development.
• Serve as a thought partner to leaders across the organization providing guidance on strategy prioritization and complex decision-making.
• Support leaders in translating enterprise priorities into clear goals roadmaps and execution plans for their teams.
• Encourage strong cross-functional collaboration by supporting leaders in building influence and partnerships across the organization.
• Provide perspective and course correction when needed balancing empowerment with appropriate oversight.
• Model calm values-based leadership during periods of transformation or pressure.
• Enlist senior leaders as learning and development advocates to provide a safe and effective learning environment to drive shared ownership for an organizational learning culture.
• Serve as a trusted advisor to senior leaders on learning development and workforce capability.
• Communicate clearly and credibly with executives translating learning strategies into business value.
• Influence without authority and drive alignment across functions for learning impact Elevate the divisions reputational brand by engaging with employees leaders and communities as active partners to drive learning adoption.
• Lead and develop a high-performing Learning & Development leadership team.
• Optimize and mature the Learning & Development function through shared direction organizational agility team health and continuous improvement.
• Manage the L&D budget and ensure responsible stewardship of public resources.
• Build strong cross-functional partnerships with People and Culture Leaders Executive Leadership and the agency.
• Establish clear governance roles and operating rhythms across L&D teams.
• Champions and models Sound Transits core values and demonstrate values-based behaviors in everyday interactions across the agency.
• Contributes to a culture of diversity equity and inclusion in alignment with Sound Transits Equity & Inclusion Policy.
• It is the responsibility of all employees to follow the Agency safety rules regulations and procedures pertaining to their assigned duties and responsibilities which could include systems operations and/or other employees.
• It is the responsibility of all employees to integrate sustainability into everyday business practices.
• Other duties as assigned.

MINIMUM QUALIFICATIONS:

Education and Experience:Bachelors degree in Organizational Development Adult Learning Human Resources Business Administration or closely related field. Ten years of significant progressive experience in Learning & Development Talent Development or Organizational Development; Or an equivalent combination of education and experience. Eight years of leadership budgetary planning and workforce management experience.

Required Knowledge and Skills:

• Demonstrated experience leading enterprise-wide learning and development strategies practices processes structures and learning science.
• Experience leading through ambiguity change or transformation by creating purpose that compels others to action through the organizations vision mission and strategy.
• Proven ability to partner with senior leaders and influence at the executive level by navigating comfortably through organizational dynamics of power structure relationships and decision-making.
• Strong business acumen with the ability to connect learning to measurable outcomes.
• Experience leading and building healthy teams by fostering and promoting team commitment synergy pride and well-being.
• Experience in establishing allocating and maximizing financial people and technology resources for effective operations to achieve goals.
• Demonstrated success operating in complex matrixed and fast-paced environments.
• Demonstrates and models leadership courage by stepping up to champion bold ideas challenge established practices and addressing difficult issues.
• Background in capability development change management or workforce transformation.
• Strong interpersonal acumen demonstrated by emotional intelligence collaboration and including skills in working with complex and dynamic organizations.
• Familiarity with learning technologies data and analytics and how to leverage them to influence functional and business strategies.

Physical Demands / Work Environment:

• Work is performed in a standard office environment.
• The Agency promotes a safe and healthy work environment and provides appropriate safety and equipment training for all personnel as required.

Sound Transit is an equal employment opportunity employer. No person is unlawfully excluded from employment action based on race color religion national origin sex (including gender identity sexual orientation and pregnancy) age genetic information disability veteran status or other protected class.

Required Experience:

Director