Associate Director, Learning & Development

Essential Functions:

Assessment and Training Plan

• Utilizes evidence-based best practices to support a training and workforce development plan that supports HHCS in becoming the best place to learn, work, and grow.
• Uses data to understand the current strengths and weaknesses of employees through assessment methods, such as surveys, focus groups, meetings with various members of the company
• Led the development and design of an annual training plan, as needed, in collaboration with and solicitation of feedback and priorities from various levels of partners and stakeholders, including HR, the senior leadership team, and program leadership in alignment with organizational goals to help employees overcome the areas that need to be improved and teaches additional skills to support the organization.
• Participates in committees as necessary to collaborate and serve as a subject matter expert from a learning and development perspective, including but not limited to the HHCS.
• Quality Improvement Committee and Heartland Human Care Services Corporate Compliance/Risk Management Committee, to stay abreast of organizational policies and priorities.

Learning & Development Training Curriculum

• Oversees coordination and management of biweekly New Employee Onboarding training.
• Works with Heartland Human Care Services HR and the Senior Leadership Team to identify, and facilitate Heartland Human Care Services standardized training, and -specific priority training aligning with annual strategic goals.
• Serves as the subject matter expert on leader rounding, and applies a strength-based model to coach, validate, and the building of this competency across the organization.
• Trains and coaches managers, supervisors, and others involved in employee development efforts.
• Coordinates and implements HHCS CARF training, based on curriculum provided by Director Quality,
• Oversees the development, coordination, and management of a training curriculum schedule, and ensures that it is shared, promoted, accurate, and accessible on a centralized organization calendar, and through other employee communication mechanisms for HHCS staff at multiple levels.

Evaluation, Reporting, Continuous Quality Improvement

• Develop and evaluate outcomes of training objectives, as intended for training participants.
• Tracks attendance, levering LMS system as much as possible; and sends training evaluations to all training participants to collect feedback on training received for ongoing continuous quality improvement from the voice of the customer to evaluate and measure results.
• Compiles and submits quarterly evaluation findings and recommendations for improvement and new opportunities based on quantitative and qualitative data to the COO.
• Provides formal completion rate reports to key stakeholders (i.e. SLT Members, Director of Quality, HR, and COO) for training scheduled, each quarter.
• Uses data to develop training metrics, and updates the progress of annual metrics on the Operations dashboard.

Infrastructure and Resource Management

• Oversees planning and oversight of operational projects, such as implementation of training modules into the LMS system, including any necessary related training tools.
• Oversees and establishes relationships with potential external trainers to provide additional outside training programs, as necessary. Develops vetting process, best practices, and procedures for use of external trainers interfacing with staff.
• Maintains and updates toolkits and training manuals (including but not limited to onboarding manuals, QI toolkit, etc.), as well as standard operating procedures under purview.
• Develops and maintains organizational communications such as intranet bulletin boards and newsletters to ensure employees know training and development events and resources.
• Plans, organizes, facilitates, and orders supplies for employee development and training events.

Professional Development

• Remains current on organizational and training best practices, through independent study and attendance at seminars, conferences, conventions, and other related activities.
• Leads by example, demonstrating the 4Rs and Philosophy of Care, as well as excellent standards for professionalism to create a positive and accountable working environment.

Supervisory Responsibilities (if applicable):

• Project Coordinator.

Education and Experience:

• BA degree in adult learning, social services/social work, counseling, human resources, health care, or a related field.
• Minimum five (5) years of professional-level training experience, which includes the development and implementation of training programs and policies.
• Formally trained in teaching principles for adults and methods of instruction.
• Certified Professional in Learning and Performance (CPLP) credential a plus.

Technical Skills:

• Language Skills: Excellent verbal and written communication skills required. Ability to read, analyze, and interpret complex documents. Ability to respond effectively to sensitive inquiries or complaints. Ability to write reports that present data and other information in a logical and cogent manner. Ability to make effective and persuasive speeches and presentations on controversial or complex topics to top management. Bilingual is a plus.
• Computer Skills: Proficiency in Microsoft Office Suite, Internet Explorer, Outlook/Exchange; Windows operating systems; Teams or Zoom, and other software routinely used by Heartland Human Care Services. Proficient in tools for assessment such as Survey Monkey, Qualtrics, and Survey Gizmo.
• Reasoning Ability: Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.

Physical Requirements:

• Prolonged periods sitting at a desk and working on a computer.
• Must be able to lift to 15 pounds at a time.

Knowledge/Skills/Abilities (K/S/A)

• Leadership Competencies – To perform the job successfully, an individual should demonstrate the following competencies:
• Strategic Agility - Sets a vision and creates strategies in a complex, uncertain, and changing environment; Thinks big picture to make long-term decisions; Thinks innovatively to improve processes and services; Inspires innovative thinking and helps the organization adapt to change and face adversity.
• Communication - Delivers honest, clear, persuasive, and timely information; Collects (i.e., actively listens) and synthesizes information; Communicates inclusively and respectfully; Communicates appropriately and effectively in written and verbal form to various stakeholders (e.g. participants, staff, partners, funders); Represents Heartland Human Care Services externally with the power to inspire and influence others.
• Teamwork & Collaboration - Delivers honest, clear, persuasive, and timely information; Collects (i.e., actively listens) and synthesizes information; Communicates inclusively and respectfully; Communicates appropriately and effectively in written and verbal form to various stakeholders (e.g. participants, staff, partners, funders); Represents Heartland Human Care Services externally with the power to inspire and influence others.
• Managerial Courage - Challenges group-think and creates an environment welcoming diverse perspectives; Identifies, diffuses, and rectifies unethical, unsafe, or uncomfortable situations; Engages in courageous communication and critical thinking to balance differing views across teams and the organization; Manages challenging situations and conflicts professionally even if it requires an unpopular stance.
• Talent Development - Builds capacity of future leaders and empowers teams; Leverages unique backgrounds, experiences, and strengths to develop a cohesive team and create an inclusive environment; Manages employees with understanding and empathy (i.e. displays emotional intelligence); Supports employees’ well-being by understanding and working to address work stress and vicarious trauma; Provides timely feedback that is authentic, direct, and actionable.

Work Arrangement:

This role is eligible for a “hybrid” or “remote” work arrangement. If hybrid, it is expected this person would be able to meet for “in person” meetings and training when needed or at the request of others. In-person meetings/trainings may be required regularly (weekly, monthly, etc.). There may also be the availability to work from home when appropriate.

Work Environment:

• The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
• The noise level in the work environment is usually moderate.
• Each program site operates on a 24/7 basis, 365 days per year. To meet both the needs of our participants and contractual obligations, employees are required to be flexible regarding scheduling and work location.
• Program sites are located throughout the Chicago area, including the North and South sides of Chicago, as well as the suburbs. Employees may be required to report to any one of our locations on a temporary or permanent basis.

Physical Demands:

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
• While performing the duties of this job, the employee is regularly required to talk and hear.
• The employee is regularly required to sit, stand, and walk.
• The employee must be able to stoop, kneel, and/or crawl.
• The employee is regularly required to use hands to key, handle, or feel and reach with hands and arms.
• The employee must occasionally lift and/or move up to 25 pounds.
• The employee must have unrestricted ability to provide physical restraint.
• Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Equal Opportunity Employer Statement

Heartland Human Care Services makes all hiring and employment decisions, and operates all programs, services, and functions without regard to race, receipt of an order of protection, creed, color, age, gender, gender identity, marital or parental status, religion, ancestry, national origin, amnesty, physical or mental disability, protected veterans status, genetic information, sexual orientation, immigrant status, political affiliation or belief, use of FMLA, VESSA, military, and family military rights, ex-offender status (depending on the offense and position to be filled), unfavorable military discharge, membership in an organization whose primary purpose is the protection of civil rights or improvement of living conditions and human relations, height, weight, or HIV infection, in accord with the organization's AIDS Policy Statement of September 1987.