HR Learning Training and Development Manager L
This senior management position in Learning, Training and Development (LTD) and is focused on the deployment of manufacturing-related learning, training, and development programs. This position is located in Everett, WA and has leadership oversight of LTD Manufacturing and Quality (M&Q) groups serving the multiple training centers including but not limited to the Employee Resource Center (ERC), Skills Process Center (SPC) and the Employee Development Resource Centers (EDRC), which collectively support all BCA Everett site programs across multiple shifts.
The successful candidate will:
-Lead a team of learning professionals and business experts that are responsible for the integration, analysis, delivery, measurement and improvement of learning solutions to the Everett site.
-Develop viable execution plans, leveraging program management best practices (PMBM), to ensure successful execution of learning solutions.
-In partnership with key stakeholders, develop and maintain long-term strategic support plan for the Everett site that addresses both current and future learning solution requirements.
-Collaborate closely with peers with similar responsibilities in other M&Q areas including Renton and FAB to ensure solutions and resource utilization are coordinated across the Puget Sound to ensure strong support to all stakeholder organizations.
-Continually seek to stay abreast of the manufacturing environment and customer business objectives in order to deliver right-fit learning solutions that meet customer needs.
-Provide input on the development of departmental business and technical strategies, goals, objectives and related metrics to ensure alignment with organization and Company vision/strategy.
-Acquire resources for department activities and provide technical management of suppliers.
-Monitor departmental financial metrics to support budgetary planning and determine appropriate corrective actions.
Boeing Leadership Attributes
• Charts the Course
Starts with the customer ends with the customer. Translates strategy into actionable objectives and plans. Communicates clearly at one-on-one and group levels. Conveys sense of purpose and mission that motivates others. Maintains direction, balancing big-picture concern with day-to-day issues.
• Delivers Results
Keeps his/her promises. Does not rationalize shortfalls and is accountable. Demonstrates strong operational skills. Marshals the other Leadership Attributes in meeting commitments. Capitalizes on unanticipated opportunities and changing circumstances to meet commitments.
• Finds a Way
Continuously monitors customers and operations to spot issues. Faces reality and adjusts to keep commitments. Models confidence that sees change as opportunities. Uses Boeing complexity as leverage, not an excuse.
• Inspires Others
Energizes, excites, and motivates others. Creates and models a confident and winning atmosphere. Builds teams whose impact is far greater than the sum of their parts. Inspires in ways that are consistent with Boeing's values. Celebrates success and learns from disappointments. Creates an atmosphere where all see opportunities to stretch, take risks, create, contribute and learn.
• Lives the Boeing Values
Models, leads and is committed to the Boeing values, principles and business-conduct policies. Earns the trust and respect of all Boeing stakeholders. Ensures effective business, compliance and financial controls. Promotes integrity in all that we do. Demonstrates commitment to and takes advantage of diversity. Creates an environment of respect and inclusion. Does not use abusive or intimidating behavior. Bounds vigorous pursuit of individual and business objectives with overall interest and reputation of the company.
• Sets High Expectations
Sets high expectations rooted in ensuring competitiveness. Sets high expectations for him/herself first. Has courage to raise the bar continuously/routinely. Holds self and others accountable for continuous improvement. Communicates expectations directly, openly and effectively. Shows people and teams how to reach (acts as a coach).
Competencies
General• Adaptability
Understands and is generally involved in guiding changes in own and fellow middle managers' work and situations; explains the logic or basis for change to first level managers, fellow middle managers, and employees throughout the organization; acts as a resource on information about changes affecting own and fellow middle managers' jobs. Treats changes and new situations as opportunities for learning or growth; focuses on the beneficial aspects of change; speaks positively about the change to fellow middle managers and external customers. Quickly modifies behavior to deal effectively with changes in the work environment; readily tries new approaches appropriate for new or changed situations; does not persist with ineffective behaviors.
• Customer Focus
Provides middle management direction for making customers and their needs a primary focus of direct report's job activities and actions; considers how direct report's decisions/actions/plans will affect customers; actively seeks information to understand customers' circumstances, problems, expectations, and needs; presents higher level project information to senior level managers to build their understanding of issues and capabilities as they relate to customer needs; considers how project level decisions/actions/plans will affect customers; responds quickly to meet significant customer needs and resolve problems; provides middle level leadership on monitoring and evaluating customer concerns, issues, and satisfaction and to anticipate customer needs; participate in the development of customer feedback systems to gauge customer satisfaction and makes adjustments to service as indicated by feedback.
• Decision Making
Consistently and proactively recognizes a wide range of issues, problems, or opportunities in own work group, across the organization and with external customers; determines whether action is needed; consistently identifies the need for and collects information to better understand issues, problems, and opportunities; integrates complex information from a variety of sources; detects trends, associations, and cause-effect relationships; creates relevant options for addressing problems/opportunities and achieving desired outcomes; consistently formulates clear decision criteria; evaluates options by considering implications and consequences; chooses an effective option; consistently implements decisions or initiates action within a reasonable time; consistently includes fellow middle managers and employees across the organization in the decision-making process as warranted to obtain good information, make the most appropriate decisions, and ensure buy-in and understanding of the resulting decisions.
• Managing Conflict
As a middle manager, establishes a clear and compelling rationale for resolving the conflict and communicates the rationale to all involved parties. Collects information from relevant sources to gain a complete understanding the conflict. Objectively views the conflict from all sides. Stays focused on resolving the conflict and avoids personal issues and attacks. Presents and seeks potential solutions or positive courses of action. Takes positive action to resolve the conflict in a way that addresses the issue, dissipates the conflict, and maintains the relationship. Summarizes to ensure that all are aware of agreements and required actions.
• Systems Thinking
Constantly evaluates departmental structures and processes on how well they help meet strategic objective(s); identifies non-value-adding components and barriers and takes immediate actions to remove them. Provides middle management direction to implement change strategies. Champions effective change strategies and encourages buy-in from direct reports and employees through effective communication strategies. Carefully makes appropriate changes to departmental structures and processes by developing accountability metrics, communicating effectively, providing avenues for new skill development for department, and integrating with departments with similar structures and processes. Evaluates measurement systems designed by direct reports to monitor change implementation and make adjustments as warranted.
Technical• Analytical Skills
Skill and ability to: collect, organize, synthesize, and analyze data; summarize findings; develop conclusions and recommendations from appropriate data sources at the business unit level. Serves as a resource for first level managers, direct reports, and matrixed employees.
• Consulting
Advanced ability to use expertise in a wide variety of areas related to industry and program/product/process workings to provide consulting services to organizations and customers. Ability to coach first level managers, direct subordinates and matrixed employees in providing consulting services.
Basic Qualifications For ConsiderationDo you have at least five years' experience working in and/or directly supporting Aerospace Manufacturing and/or Quality?
Do you have at least five or more years of management experience?
Typical Education/Experience
Other Job related information
Bachelor's degree or equivalent experience required. Advanced degree is preferred. Management experience is required. Senior management experience is highly desired. The successful candidate must have aerospace manufacturing and/or quality experience. Strong command of business and financial acumen is required. Experience in the field of Adult Learning and Change Management is highly desired. Experience in Program and Project Management is desired. Ideal candidate is a positive, inspirational, self-motivated leader that can lead through ambiguity and ever changing priorities in a fast-paced environment.
- Business Unit Corporate
- Division Human Resources & Admin
- Program Learning Training & Developmnt
- Job Type Management
- Experience Level Mid Level Manager
- US Person Status Required? Yes
Closing Date: 02/22/2012
