Director Leadership Learning

Reporting to the Executive Director for Talent Management within Central Human Resources, we are seeking a Director Leadership Learning who will develop and implements the ongoing vision for robust leadership learning offerings across Johns Hopkins University. They will ensure there are adequate resources, programming, interventions, and evaluation to meet the needs of leaders from front-line supervisors through executives, inclusive of both faculty and staff leaders. Focus areas include Hopkins Essentials, the Supervisor (SDP) and Manager Development (MDP) Programs, the Leadership Development Program (LDP), and various divisional and departmental leader development programs.

They provide direction and direct involvement in the conduct of learning needs assessment, instructional design, and development of the content of learning activities, and regularly assess the effectiveness of programming, and retooling learning to help support leaders in developing skills they need to meet university goals. Leads the evaluation of all leadership learning programs and makes recommendations for continuous enhancement. Actively pursues knowledge of learning trends/approaches and applies adult learning theory. Implements innovative learning tools and approaches beyond traditional modalities, and extensively delivers leadership content in live and virtual modalities.

Supports other professional development activities of Talent Management as appropriate. Oversees the execution of additional professional development processes for leaders in their purview, including the University’s executive coaching program encompassing curation, development, and ongoing assessment of individual coaches. They will also have a group of their own executive coaching clients across the University.

This leader collaborates extensively with the most senior leader across the university including but not limited to: Deans, Vice Deans, Divisional Business Officers, Vice Provosts, Vice Presidents, etc. to assess and meet the leadership learning needs of the university and its divisions. They will also work collaboratively with internal and external resources to design, develop, facilitate, and evaluate leadership learning interventions. Oversees the complex coordination of all of these learning interventions.

Specific Duties & Responsibilities

• Articulates and implements an overall ongoing leadership development strategy that includes effective learning design, metrics, and implementation plans. Ensures integration of key organizational themes and cross-program continuity. Gathers appropriate input at all phases from senior leaders and other interested stakeholders on program design and components.
  
• Plan, organize, direct, develop, and control the creation, implementation, and evaluation of a broad range of leadership education programs, including content development, iteration and approval, implementation (including facilitation), and marketing.
  
• Summarizes outcomes and forecasts training and development resource needs and presents recommendations to stakeholders and senior-level management in a compelling way using analytical data.
  
• Identifies and works with our vendor partners to oversee the quality of products and services delivered; ensures necessary budget allocations are available and approved. Cultivates relationships with experts (internal and external) on a variety of leadership topics and integrates these experts into leadership learning offerings.
  
• Partners closely with instructional designers in the end-to-end development of programming.
  
• Delivers leadership learning content in virtual and in-person modalities.
  
• Delivers and facilitates learning activities with client groups in the areas of leadership development as well as learning through instruments designed to increase individual self-awareness (e.g. Myers-Briggs, Emotional Intelligence, DISC, Strengths Finder, 360-degree feedback assessments, etc.). Interprets assessment instruments and facilitates group discussion about their application to work.
  
• Lead a community of practice intended to establish best practices in leadership learning and employee development facilitation and training implementation as well as cultivating communities of continuous learning and development.
  
• Oversees the leadership coaching program including continuously developing a cadre of diverse internal and external coaches and evaluation of leadership coaching program effectiveness. Provide leadership coaching to senior and developing leaders across the university.
  
• Collaborates with colleagues in Talent Management and Human Resources to respond to division/department requests for leadership learning interventions. Ensures that opportunities that are best served with resources from HR, Office of Ins