Vice President - Organizational Learning and Development

EyeCare Partners is the nation’s leading provider of clinically integrated eye care. Our national network of over 300 ophthalmologists and 700 optometrists provides a lifetime of care to our patients with a mission to enhance vision, advance eye care and improve lives. Based in St. Louis, Missouri, over 650 ECP-affiliated practice locations provide care in 18 states and 80 markets, providing services that span the eye care continuum. For more information, visit www.eyecare-partners.com.

Summary

The Vice President (VP) of Organizational Learning and Development is responsible and accountable for design, development, and execution of learning, development, and performance programs inclusive of but not limited to corporate and operations training, performance management, talent management, employee engagement, strategic goal setting, organizational design, and change management. The VP of Organizational Learning and Development will be a passionate and strategic operator – understanding the business from its core. They will have strong business acumen, judgement, and effective skills to ensure people-focused initiatives are created and retained by team members. The programs must be created to ensure that ECP can identify, develop, and retain the strong and diverse talent needed for our future success. The VP works closely with ECP leadership to set the organization’s learning and development strategies as well as execution priorities to develop programs and practices that accelerate individual and organizational performance, while enabling engagement and an overall employee experience. This will include development of employees at all levels, from executive to individual contributors, to strengthen the business and people leadership skills of the organization and build succession depth through a robust talent program. This role will work in close partnership with business and human resources leaders to develop and maintain an engaged and productive employee population.

Essential Duties And Responsibilities

• Responsible for end-to-end learning, development, and training strategy and execution across ECP. Scope includes leadership, technical and behavioral training, as well as developmental program identification and execution. Translate business needs into L&D priorities and ensure alignment throughout ECP.
• Align L&D strategy to overall workforce strategies and retention goals. Drive departmental performance strategy that provides metrics, objective measurement, and transparency.
• Work with Executive Leadership Team to anticipate people, organization and supporting skill needs and adjusting training initiatives in response and anticipation to changing priorities, business needs, goals, etc.
• Develop and maintain organization wide L&D strategies to meet business objectives, with a focus on operational effectiveness as well as talent development through skill and behavioral enhancement.
• Design and deploy fully blended and sustainable learning and development solutions using a variety of innovative and relevant methods that are delivered in an integrated fashion (on-the-job, action learning, executive coaching, rotational programs, shadowing, self- study and in classroom sessions, communities of practice, knowledge management, etc.).
• Outline and execute strategies to have ECP operate as a “learning organization”.
• Ensure training programs meet short and long-term business needs and objectives and that training is designed, implemented, and monitored to ensure maximum return on investment. In addition, create developmental training (technical and behavioral), that provides an actual return to both the business and individual ECP team members.
• Strategically utilize the Learning Management System (LMS) to optimize employee learning experiences, track progress, and assess the effectiveness of learning initiatives, ensuring alignment with organizational goals and objectives.
• Leverage formal and informal learning strategies, products and methods to develop a true learning organization where all managers have the responsibility for training. To this end, develop appropriate train-the-trainer initiatives and role-modeling programs to engage and excite leaders to be a part of the learning organization.
• In partnership with the Talent Acquisition team, identify synergies between the two teams and ensure learning & development programs are incorporated into our recruiting efforts, including manager and interviewer training. Track and analyze results to assess the effectiveness of programs.
• Partner with Human Resources Leadership and internal stakeholders to maintain and update the Performance Management/GROW process and create supportive learning to build skills in the Performance Management space.
• Development and execution of employee engagement surveys and recommend/develop programs and training and development tools in response to the survey results.
• Partner with Human Resources leadership team and internal stakeholders to design and deliver a Talent Management/Review process that reviews current talent and responds to the needs with action plans that align with desired outcomes to build a high-performance talent base.
• Establish and monitor key metrics for all programs effectiveness. Continually evaluate processes, programs, and learning modalities for opportunities to increase effectiveness and efficiency of development and delivery to improve learning outcomes.
• Create and oversee the development of curricula for programs as they are built according to analytical insights, established strategy, and ECP’s mission, vision and values.
• Create and maintain a library of Standard Operating Procedures (SOPs) where appropriate, based on organizational priorities.
• Build leadership capabilities across the organization to support the EyeCare Partners culture where employees can do the best and most meaningful work of their career.
• Identify and manage vendors/outsource partners to optimize efficiency of internal resources.
• Streamline organizational L&D processes and resources to drive efficiencies and improvements while removing inefficiencies and barriers to learning, assuring all employees have access to business information and knowledge pertinent to their jobs.
• Maintain knowledge of current industry trends and regularly communicate to leadership in this area. Will remain current and be considered a “thought leader” in the field of L&D with expertise and insight sought by others.
• In coordination with the CHRO:
• Design and execute successful change strategies. Act as a change leader with significant knowledge base in the change management space.
• Design and implement the annual Strategic Goal Setting process including facilitation of ECP Strategic Goal setting workshops with executive leadership, business unit, and corporate functional leaders and full cascade to people leaders and individual contributors to drive employee goal setting alignment with corporate strategic goals.
• Manage all financials and align budget needs to overall strategies.
  
  

Education And/Or Experience

• B.A. or B.S. required in relevant field, master’s degree highly preferred, PhD preferred.
• Minimum Required: 12+ years of L&D or combination of years and relevant experience leading a multi-unit/multi business learning and development function.
• Minimum 5 years leading/managing others.
  
  

Qualifications

• Ability to think strategically demonstrated by a track record of implementing scalable talent strategy that meets current and forecasted business needs.
• Proven experience and success in utilizing different learning and development theories, organizational development models, and behavioral tools.
• Ability to work with multiple groups, including remote teams, and build strong personal networks across a complex, fast-moving organization.
• Experience in leading and managing a team.
• Knowledge of current learning technologies including assessment, and survey platforms.
• Demonstrated ability to build trust and credibility among stakeholders.
• Ability to drive projects through strong project management skills, leadership, influence, and a broad knowledge base.
• Proven ability to balance business needs with L&D needs establishing building-block priorities to maximize the investment of training time.
• Provide strong leadership, coaching, and consensus-building skills.
• Exceptional influence, partnering, and communication skills (written and verbal).
  
  

SYSTEMS AND TECHNOLOGY

• Proficient in Microsoft Excel, Word, PowerPoint, Outlook.
• Utilize, as appropriate, knowledge of training management systems to leverage ECPs LMS to increase human capital and workforce capability.
  
  

NOTE: Job descriptions are intended to be accurate reflections of those principal job elements essential for making fair pay decisions about jobs. Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time.

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