Leadership Development Manager

Location

Our Leadership Development Manager will be an integral part of our Global People Operations  team. This role is based remotely in the UK,  Ireland or Eastern United States. 

Who We Are
We enable greatness through the cloud.  We thrive on working with fast growing companies around the world to solve both essential and advanced cloud challenges.  DoiT provides intelligent technology that simplifies and automates cloud usage, alongside expert consultancy and unlimited technical support, all at no extra cost to our customers.  Join our mission where you’ll work remotely with a committed, experienced, and global team in a collaborative and supportive culture.  We are an award-winning strategic partner of Google Cloud and AWS, we provide intelligent technology, expert consultancy and unlimited technical support for customers across more than 70 countries.

The Opportunity

DoiT is looking for an experienced and engaging Leadership Development Manager to hone and develop training programs and practices that will reinforce a robust leadership, management and coaching culture, with an eye for scalable, sustainable solutions that meet the evolving needs of our business. 

This role will partner with leadership to identify knowledge gaps and then build and/or facilitate training solutions and ways to further improve management and leadership capabilities. Additionally, this role will contribute to strategic conversations regarding team coaching progress and help drive the development of leaders to support the business. This position will report to the Chief People Officer.

Responsibilities

• Analyze, Consult & Coach
  • Collaborate with others to outline and identify coaching expectations and training opportunities. 
  • Have constructive conversations with leadership around performance, development and helping to support business goals
  • Partner with managers to review coaching routines to support company initiatives, processes, and methodology
  • In collaboration with People Operations Business Partner and global leadership, evaluates business initiatives and identifies organizational capability/effectiveness solution(s) needed to help achieve short and long term business goals.
• Design & Develop 
• • Define the learning and design strategy and life-cycle from needs assessment to post-training review.
  • Create instructional design roadmap and content library which includes summary of analysis, business need to be addressed, success measurements, recommended delivery modality, and learning and curriculum content outlines
  • Develop content across a variety of management and leadership development topics including but not limited to:  leadership and management skills and best practices, soft skills, operational management,  and other non-technical training topics.
  • Partner with cross-functional teams, including Global Leadership, People Operations Business Partners, Operations and Sales Enablement Teams in creating training materials and facilitating associated training.
  • Build, update, and maintain leadership training and onboarding materials to ensure next level manager development.
  • Tailor third party leadership and employee development content (as needed) to reflect our organizational culture, position and messaging. 
  • Create experiential learning and follow up activities to reinforce transfer of knowledge, skills, and behaviors into the organization.
• Facilitate & Deliver
  • Facilitate and ensure the effective delivery of training thru various learning modalities (instructor led by you, virtual, informal) 
  • Implement training solutions, cohort sessions, and calls to discuss challenges and celebrate successes; conduct ad hoc sessions to provide immediate intervention as needed.
  • Conduct formal and informal coaching sessions with teams, leadership cohorts, etc. to reinforce transfer of knowledge, skills and behaviors into the organization.
•  Measure & Evaluate

• Analyze reports related to the day-to-day operations and overall productivity of teams to assist in identifying possible coaching needs
• Maintain training records within our Learning Management System (LMS).
• Develop and implement talent strategy development communications and plans as a part of change and project management approach and implementation, policies and procedures rollout, and other people strategies initiatives.
• Evaluate effectiveness of facilitation style and techniques and utilize appropriate stakeholder input to improve engagement and outcomes.
• Research effective teaching methods an