A key role in the Global Talent and Rewards (GTR) function in close partnership with the Leadership and Learning & Development functions, the Head of Leadership Development oversees development for the manager+ and high potential development target populations (approximately 3000 employees). This includes maintaining and refining the Management and Leadership Development strategy and associated interventions aimed at building core capabilities in Avanade's leaders. Responsibilities are varied and range from brokering outside design experts in the field to managing a team of SMEs, program and project managers and partnering closely with other GTR professionals in the Talent and Inclusion & Diversity space. Many interventions are highly visible and strategically important requiring extensive cross-business and cross-level partnerships and consistent stakeholder management.
Three areas of specific oversight include
Career Adviser Effectiveness, a strategic, cross organizational initiative entering its third cycle with four pillars of metrics, alignment, development and rewards managed by a CAE group manager and supported with an in-depth communications strategy as well as partnership with the at-scale leadership curriculum. *
High Potential Programs currently aimed at female Managers, as well as both genders for Directors and Executives managed by an experienced manager/events manager/facilitator partner *
Leading@Avanade at Scale Curriculum five mode program of leadership for manger+ including live, virtual classroom, special webinar, regional round tables, and self-paced options managed by a Subject Matter Expert in Leadership Development and Learning Technology.
Responsibilities: * Ensure consistent, cross-organization understanding of current and future leadership development strategy and continue to update to reflect Avanade business-relevant changes; * Continuous evaluation and updating of current leadership development initiatives against learning outcomes that are deemed of measurable benefit to the business (e.g., based on learning needs analysis) * Fully leverage (and refine if necessary) evaluation processes that show whether learning objectives have been achieved and leadership capability improved. * Use ongoing metrics and evaluation strategies to provide ongoing case for ROI and continuous investment in leadership development. * Create and disseminate clear consistent communications targeted for different programming, levels and stakeholders to ensure not only proactive clarity and alignment around Leadership Development but also continuous uptake on the programming offered. * Oversee team of internal and external designers and facilitators to execute on leadership development programs currently at the corporate level but with some future support anticipated at regional/area levels (e.g., in-language translations, slight localization will be a future goal (e.g., China, Japan, Brazil). * Commission providers (internal and external) to design and deliver high quality product including virtual learning, e-learning, on-the-job development, and large-scale interventions. * Lead a team of professional SME, project and program managers who are business oriented and outcome focused and can deliver to a consistently to senior clients at a high standard globally. * Balance the need for global consistency with local customization, recognizing the value to each approach and finding common ground if there are differences. Requires constant communication with the Area HR Leads and GTR Talent Leads and solid communications/partnership skills. * Ability and willingness to model the skills of excellent leaders - e.g., practice what we preach as a representative of Leadership Development for Avanade/the Avanade Leadership Standards. * Build effective working relationships with a diverse "client" base, including senior leaders, HRBPs, consultants, etc. This includes outstanding listening skills and the ability to address conflict.
Ten - 12 years of related experience in a senior role in a Corporate Center of Expertise and oversight of complex programs - ideally in a global corporate environment. Also, preferable to have background in one or more of the following HR disciplines: learning, talent management, performance management/development, inclusion/diversity and/or OD.
Management - The position has a small team of direct reports, and close (e.g. dotted line) relationship to the Learning & Development CLO in terms of standards, methods, process, and tools. In addition, it is essential for the position that the person can work in a matrix environment by managing through others without direct authority.
Education - BA or BS degree is required. An advanced degree in a subject of direct relevance to the position (e.g., MBA, or Masters in Learning/Psychology/Leadership) would be helpful.
Experience: * Managing a multi-site, multi-cultural, virtual team and budget * Balancing data-based decisions (research) in a fast-paced environment * History of balancing tactical and strategic decision making * Understanding and presenting key success metrics for the function.
Ability to: * Adapt to changing business landscapes and embrace change * Set expectations and influence stakeholders, partners, senior leaders without authority * Build strategic relationships with internal stakeholders across Avanade * Lead, develop and inspire individuals and teams * Elicit performance and accountability within a culture of collaboration, inclusion and diversity.
Can demonstrate * A passion for technology as a driver of business results * A growth-mindset and clear desire to learn; leverage mistakes as opportunities for learning.
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