Senior Vice President, Chief Learning Officer

The capacity to learn is the cornerstone of progress, for organizations and individuals. In a world of rapid change and constant technological advancement, the task of building that robust capacity to learn has never been more complex and challenging, and the stakes have never been higher.
The Conference of State Bank Supervisors (CSBS) seeks an executive excited by this opportunity - a high-performing, innovative and energetic leader to serve as Senior Vice President (SVP), Chief Learning Officer. The position demands a unique blend of management and instructional expertise across the entire spectrum of learning tools, techniques, and approaches. A successful candidate will be able to marry that expertise with the strategic mindset needed to grasp and respond proactively to the evolving learning needs of CSBS' members, as well as the rapid pace of change and innovation in banking and financial services. The SVP, Chief Learning Officer will have the opportunity to:

• Develop and refine a vision and roadmap for the organization's Accreditation and Workforce Development (AWD) function that provides added value today, as well as five and ten years into the future, and
• Lead a newly aligned learning team charged with providing the full complement of learning and development tools essential to the state financial regulatory environment.

The SVP, Chief Learning Officer will lead a high performing team dedicated to identifying the immediate and evolving learning needs of members. At the same time, this individual will be expected to produce and promote the resources, technologies, and educational approaches needed to power CSBS' critical and continuous learning environment to keep expanding the value for members and other stakeholders. The role will require effective leadership in three key functions:

• Provision of the broad array of professional and leadership development learning programs and resources important to CSBS' state regulatory members, ranging from examiner training and professional development to training regulators on analytical tools.
• Seamless and effective delivery of CSBS' certification and accreditation programs.
• Working collaboratively across the organization to support a culture of continuous learning among all CSBS employees.

CSBS will judge performance against a demanding standard. At the end of the first year in the position, the SVP, Chief Learning Officer will be evaluated on the basis of:

• A comprehensive framework and practical plan for developing and delivering a full life cycle of member education programming and resources inclusive of all learning opportunities.
• Successfully leading a single learning organization that is an effective blending of three functional areas (Examiner and Executive Education, Meeting Services, and Certification and Accreditation) to establish a strong team culture of collaboration, role clarity, and cross training.
• Effective and timely delivery of all CSBS accreditation, certification, and workforce development programs, events, resources, technology platforms, and tools.

Essential Functions
To perform this job successfully, an individual must be able to perform each essential duty and responsibility satisfactorily. Reasonable accommodations may be made to enable an individual with disabilities to perform the essential functions. Other duties may be assigned to meet business needs.
Strategy

• Align the strategic vision and strategy for the CSBS Accreditation and Workforce Development function with organizational priorities and objectives. Delivering on this objective will require:
  • Gaining and maintaining support and awareness with senior leadership for the AWD strategic vision and mission.
  • Identifying the most important areas of focus needed to develop the workforce of tomorrow.
  • Developing learning pathways to increase state regulators' level of competency in the identified areas of focus.
  • Leveraging innovation to increase speed to demonstrated competency.
  • Staying current on learning, training and development trends and best practices through networking and engagement with peers and industry leaders.
• Champion CSBS learning programs and resources as solutions to members' workforce learning and development needs.
• Maintain learning alignment with business and public policy priorities by collaborating across the organization to:
  • Make certain state financial regulatory training needs are considered in relation to CSBS' advocacy, policy and supervision, data, and systems strategies,
  • Ensure certification and accreditation are leveraged as key avenues for building trust and confidence across the state regulatory system, and
  • Stay current on financial services regulatory, supervisory, and policy trends and developments.

Leadership
Represent the CSBS accreditation and workforce development function with CSBS membership, committees and boards, and with senior management to ensure that these stakeholders understand the integral role of learning, training, and development in the creation of products, solutions, and initiatives.

• Member of the Senior Leadership Team (SLT) - The SLT is a group of peers with individual leadership roles at CSBS and a commitment to working across business units to achieve organizational goals. SLT members collaborate to ensure priorities and resources are aligned to successfully implement CSBS strategies. They are responsible for delivering on those strategies while also demonstrating our values (VIBE) to reinforce a positive and collaborative CSBS culture.
• People Manager - At CSBS, people managers lead and engage staff to maximize organizational performance. Understanding and implementing the organization's strategies, people managers lead their teams through change with a focus on CSBS' mission and vision and a commitment to our VIBE. People managers actively participate in the growth and development of their teams - delegating responsibility effectively and providing timely and actionable feedback on performance. Responsible for planning and organizing their team's activity, people managers are also responsible for creating a positive employee experience while developing high-performing and innovative teams.
• Lead a team to:

• Form a single accreditation and workforce development department, bringing together three teams that formerly sat in separate functional areas.
• Support the development and deployment of CSBS products and solutions to CSBS members.
• Establish and maintain a relevant portfolio of effective and engaging learning interventions that meet CSBS members' current training and professional needs.
• Educate members on the latest in learning, including the use of technology, simulations, educational assessment, and success measures.
• Execute training in partnership with key subject matter experts and product/solution owners across the organization.
• Design, deploy, and monitor methodologies and metrics to assess the effectiveness of instruction and learning.
• Empower the team to design member and user research to gather feedback on current program offerings, and to identify opportunities for growth and development based on learner needs.
• Support the governance operations of the CSBS Education Foundation Board of Trustees, and maintain appropriate Board of Trustees visibility and oversight over CSBS educational activities.

Minimum Qualifications
To perform this job successfully, an individual should possess the knowledge, skills, and abilities listed and meet the amount of education, training and/or work experience required.
Education and Experience

• A Master's degree in a relevant discipline.
• At least 15 years of senior level experience of bringing an innovative lens to complex learning environments.
• Track record of managing and developing a talented team of professionals.
• Strong strategic and operational background with the ability to craft a best-in-class learning organization and develop systems that enable meaningful outcomes and learner development.
• Experience with curriculum development, instructional design and the application of adult learning principles including knowledge of eLearning software and learning management system (LMS) administration.
• Experience with project and workflow management, best practices, platforms, and tools.
• Experience with accreditation and certification criteria, policies, standards, and processes.
• Banking/financial services/technology industry experience a plus.

Knowledge, Skills, and Abilities
The position requires demonstrated skills and professional accomplishments across all aspects of learning and development, including management of learning teams with diverse skills and instructional responsibilities. Success in the role will also warrant a number of critical attributes consistent with CSBS' culture and values. The SVP, CLO must be:

• Strategic. Capable of defining a vision for the CSBS accreditation and workforce development function based on a deep understanding of internal and external stakeholder needs, priorities, and best practices in adult learning theory, learning analytics, and professional and leadership development.
• Collaborative and team oriented. A demonstrated leader and manager capable of working constructively with colleagues in a range of positions to identify and achieve ambitious outcome-based goals and objectives. Inspires and mentors others on a continuous basis. Treats others with respect and earns trust through their performance, honesty, respect, and being an empathic and credible leader who is always open to constructive feedback.
• Innovative and open-minded. Knowledgeable of new and emerging learning tools and techniques andwilling to embrace an aggressive spirit of learning and continuous improvement. Capable of seeing synergies and efficiencies across a range of learning roles, responsibilities, and skillsets.
• Change agent. Actively engages in change initiatives, provides their vision for the change, consistently communicates the value of the change, and helps to scale down and eliminate any resistance.
• Business-oriented and grounded. Well-developed business sense, coupled with the ability to act pragmatically and decisively, based on data, logic, and reason.
• Engaged and committed. Recognizes the important role played by financial regulators and regulatory organizations on behalf of consumers and the broader society.
• Self-aware leader. Models the way by turning everyday situations and challenging events into learning opportunities for themself and others. Takes ownership for their decisions yet seeks counsel, when needed. A strong and effective communicator who understands how words and their actions can affect others. Understands their strengths and areas for development, continuously seeks ways to improve.

Requirements

• Due to the nature of CSBS's business in support of state financial services supervision, all CSBS employees have the potential of interacting with confidential information related to the supervision of financial services companies ("Confidential Supervisory Information"). As a result, in addition to general business conflicts of interest, all CSBS employees are expected to disclose conflicts of interest in financial services companies on at least an annual basis and to proactively avoid such conflicts.
• Protect the confidentiality, integrity, and availability of CSBS information and information systems in accordance with CSBS policies and procedures.

Values Instilled Behaviors for Excellence
Member/ Customer Service

• Builds and values relationships.
• Prioritizes work.
• Advocates and advances member's goals.

Teamwork

• Gives credit to others.
• Has a "pitch in" attitude.
• Learns from successes and setbacks.

Respect/Trust

• Listens and learns from others.
• Speaks the truth even when uncomfortable.
• Honors the expertise of others.

Collaboration

• Recognizes the contributions of others.
• Consults and communicates effectively.
• Desires to make others successful.

Ownership/Engagement

• Perseveres through adversity.
• Experiments and takes risks.
• Plans ahead and is forward-thinking.

Core Leadership Competencies
Achievement Oriented Thinking

• Focuses on prioritization - what must your team really accomplish and by when.
• Achieves goals of strategic plan.
• Prioritizes work and leads team to achieve enterprise goals.
• Is clear about decision authority and responsibilities.

Change Management

• Leads and enables change by demonstrating engagement, enthusiasm, advocacy, and support for the change, which includes being a first adopter.
• Participates throughout the lifecycle of the change.
• Builds a sponsor coalition to drive change success.
• Communicates directly with employees and facilitates open discussions about the change.
• Understands and manages resistance to ensure adoption.

Emotional Intelligence (Self-Awareness)

• Manages own emotions effectively.
• Handles emotionally charged situations productively and with empathy.
• Asks for and openly accepts feedback; looks for opportunities to grow.
• Conducts conversations courageously - hitting difficult issues head-on with an eye on maintaining relationships.

Working Conditions

• Office work environment.

Other details

• Pay Type Salary
• Min Hiring Rate $229,903.00
• Max Hiring Rate $311,045.00

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