• Specialist - Leadership Development

    Job Locations US-NJ-Mount Laurel
    ID
    2018-19658
    Category
    Human Resources
    Division
    Holman Enterprises
  • Job Posting - External

    • KNOW-HOW

      Know-How includes every kind of relevant knowledge, skill, and experience, however acquired, needed for acceptable performance in a job or role. Know-How has three dimensions: Practical/Technical Knowledge, Planning, Organizing and Managerial Knowledge; and Communicating & Influencing Skills. In the space below, please list the minimum requirements within each of the categories.

      Education and/or Training:

      • Certifications in programs such as SDI, 360, MBTI, and similar.
      • Bachelor’s degree required.  Master’s degree in education, organizational development, human resources management, or related field preferred.

      Relevant Work Experience:

      • At least 7 years progressive experience in corporate learning capacity developing, delivering, analyzing, and measuring learning programs.

      Planning/Organizing/Managerial Knowledge:
      (Ranges from task-focused to integrating related functions, to broadly strategic integration)

      • Intermediate knowledge of MS Office, Word, Excel, PowerPoint.
      • Possess knowledge and experience in Leadership Development program design.
      • Must have excellent organization skills, detail oriented and ability to multitask.
      • Must be flexible and able to quickly and effectively change priorities and direction, and have a willingness to work varying schedules when needed.
      • Requires information search and research skills, analytical and creative problem solving skills, questioning and feedback skills, customer service orientation and commitment to quality, responsibility, high work standards, and initiatives.
      • Solid project and time management skills, computer competence and the ability to use media effectively.
      • Ability to prioritize and organize workflow and interact with all levels of management.

      Communicating & Influencing Skills:
      (Does the job require communication, reasoning with others, or changing behaviors?)

      • Requires excellent one-on-one and group presentation and facilitation skills.
      • Must possess excellent written, oral and presentation skills.
      • Excellent interpersonal communication and relationship building skills are required.

      PROBLEM SOLVING

      Indicate those statements that describe the process by which this position solves problems. Show the % that the relevant statement represents among all problem solving done by this role. The sum of percentages indicated for each category should equal 100%. For each relevant statement, give an example of a problem and the method of resolution.

      The problems are similar to each other and have a limited number of predefined solutions. Standing procedures/plans and/or a structured routine directs the problem solving process.

      • % of all problems: 70%
      • Example: The core Leadership Programs have been developed. The role of the leadership specialist is to implement the existing programs using the guidelines that have already been established.

      The problems encountered are dissimilar and typically have a number of solutions. The solutions may be derived from a general plan or a flexible routine may be utilized to solve problems of this type.

      • % of all problems: 20%
      • Example: A stakeholder would like to develop a new skill or introduce a new skill to his/her team. The specialist will conduct a needs analysis to determine the best intervention and then research existing and new resources to meet the unique needs of the stakeholder.

      The problems encountered are unique situations and there is an unlimited number of solutions, many of which are unknown. There are no procedures or routines to follow, but only broad policies to guide the problem solving process.

      • % of all problems: 10%
      • Example: Stakeholders may request individualized coaching with the leadership specialist to help hone their leadership and management skills.  

      ACCOUNTABILITY

      This describes the extent to which this position is answerable for actions and their consequences. It measures the effect of the job/role on end results.

      For each type of Accountability, indicate an approximate dollar value of impact and whether the role has a Direct impact (controls end results or shares control with peer positions) or Indirect impact (generally informational, interpretive, analytical, or enables others to take action). If no dollar value can be determined, enter Non-Quantifiable instead of an amount.

      Sales

      • $ value:Non-Quantifiable           
      • Direct/Indirect: Indirect

      Selling, General, & Administrative

      • $ value: Non-Quanitifiable
      • Direct/Indirect: Indirect

      Manufacturing

      • $ value: Non-Quanitifiable
      • Direct/Indirect: Indirect

      Project Management

      • $ value: Non-Quanitifiable
      • Direct/Indirect: Indirect

      Assets

      • $ value: Non-Quanitifiable
      • Direct/Indirect: Indirect

      Other (Please specify): 

      • $ value:
      • Direct/Indirect:

      List statements which describe the primary results/outputs for which this position is held accountable. Please limit the list to 5 or 6 statements.

      • Program Management of existing leadership programs
      • Marketing of Leadership Curriculums and individual classes

    Options

    Sorry the Share function is not working properly at this moment. Please refresh the page and try again later.
    Share on your newsfeed