Director Learning and Development

Are you looking for more than just a job? Do you want to have a voice and feel a sense of belonging? At ICW Group, we hire innovative people who consistently adapt, grow and deliver. We believe in hard work, a fun work environment, and embracing creativity that only comes about when talented people collaborate to develop solutions. Our mission is to create the best insurance experience possible.
 

Headquartered in San Diego with regional offices located throughout the United States, ICW Group has been named for seven consecutive years as a Top 50 performing P&C company offering the stability of a large, profitable and growing company combined with a small-company entrepreneurial spirit. Our purpose-driven ethos provides team members with opportunities to contribute, develop, and belong. 

PURPOSE OF THE JOB

The purpose of this job is to develop and execute on learning and development programs and change management initiatives that drive achievement of ICW business objectives. This position will assess, design, and implement an enterprise approach to talent assessment, development, and learning to promote employee engagement and productivity. This position exists to consolidate all learning and development efforts enterprise wide to create a world class learning environment that has a measurable impact on business results and team member development.   

ESSENTIAL DUTIES AND RESPONSIBILITIES

Develops strategies around assessment research, design, creation and delivery of learning and development programs and initiatives that are relevant, timely, relatable, and measurable so that learning is embedded in the culture of ICW.

• Participates with leadership and members of management to identify needs and establish strategic plans and objectives for learning and development, including the development of a staffing plan and areas for cost-effective outsourcing to meet immediate needs.
• Conducts needs assessments and makes strategic learning recommendations based on business priorities and designs and oversees the end-to-end content development and implementation of targeted development solutions for a wide range of critical audiences.
• Partners with line of business leaders to develop learning and development programs and robust project plans curriculum that are relevant, targeted, attainable, and measurable for key components of the talent development strategy.
• Identifies ways of merging traditional methods of design and development of learning content and programs in a manner that is relevant and timely through approaches that address historical barriers to user engagement.
• Identifies and implements organizational development programs, processes, and training initiatives to proactively address organizational development and business needs, through a variety of delivery means (e.g., live, e-learning, self-paced, etc.) as appropriate for the target audience.
• Establishes key metrics and evaluation strategy for learning initiatives to measure effectiveness at all levels. Uses evaluations from participants, supervisors and colleagues, prepares, and presents summary reports and recommendations for management that outline training results and impact.
• Recommends and manages vendors utilized for learning across the organization. Develops scopes of work for outside vendor relationships in the learning and development space.
• Performs critical gap analyses and develops and/or purchases customized learning solutions to support the organization’s overall strategy. Assesses, and recommends appropriate technology, tools, and resources to execute on learning and development strategy.

Advises on and advocates for a learning model that demonstrates an investment in employees so continuous development and support for employees becomes an expected norm and part of company culture.

• Develops relationships and influences all levels of the organization so learning and development becomes relatable and the value is understood and appreciated enterprise wide.

• Conducts performance and organizational readiness diagnostics and needs assessments to develop and deliver a variety of organization development programs.
• Ensures delivery and facilitation of effective training in a variety of formats, including classroom, online, role-playing, group discussion, and other methods depending upon specific needs, learning styles and work-related constraints. May be the live facilitator or may identify outsourced resources or learning champions within the company to develop/deliver training.
• Partners with managers and supervisors to connect learning and development initiatives to performance management and evaluation.
• Proposes and develops regular, timely, creative communications around training value strat