Learning Operations Director

We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, inclusive culture and talent experience and our ability to be compelling to our clients. You'll find an environment that inspires and empowers you to thrive both personally and professionally. There's no one like you and that's why there's nowhere like RSM.

The Learning Operations Director leads a global team responsible for the development, design, documentation, and execution of centralized operational processes related to all aspects of employee and owner learning activities. This role designs global business processes that optimize performance and drive efficiencies across the Talent functions by leveraging workflows and technologies that centralize administrative and repeatable tasks. The team is also responsible for the documentation and training of these business processes to drive knowledge transfer to other stakeholders across the talent team and the broader organization.

Job Responsibilities:

• Manage a team of people managers/supervisors overseeing the day-to-day execution of all centralized repeatable talent processes related to learning administration and delivery, including learning system/tools administration, learning assignments and curricula, CPE/CPD tracking and compliance, materials processing and virtual and live learning delivery support including live session moderation. This involves setting strategic priorities and roadmaps for Learning Operations to aid in day-to-day prioritization, holding managers and team leads accountable for accuracy and consistency in daily business process execution, and acting as a point of escalation for complex problems.

• Responsible for identifying requirements, assessing and implementing learning technologies, with a strong emphasis on process design and optimization to streamline workflows and improve efficiency.

• Maintain a culture of continuous improvement through operational excellence by recognizing and identifying current inefficiencies and additional opportunities to streamline operations by centralizing processes through Talent Operations.

• Lead and review results of large scope projects that address gaps in processes, make updates to/redesign operational procedures, and socialize newly designed operational solutions to gain buy-in as applicable.

• Ensure the infrastructure of teams aligns with strategic goals with the ability to quickly scale and adjust to business needs and changes with appropriate budget oversight and accountability.

• Maintain close collaboration with the Centers of Excellence (COEs) to bring stakeholders (including ORM?) along on upcoming changes, facilitate knowledge transfer mechanisms, and delineate clear delegation of work between teams. This often involves ensuring the Learning Operations team develops proper documentation and provides adequate training to TDM (Talent Development and Management) stakeholders on processes and procedures.

• Formulate and communicate project plans to support the rollout of talent programming and new operational processes, including developing training, documentation, and change management plans for both internal stakeholders within Operations and other key stakeholders within the Talent Team, most notably the TDM community. This also includes preparing the Operations team to field questions and provide repeatable transactional support for talent programming as applicable.

• Oversee the operation, security and enhancement of LMS which includes management of learning data, entry into LMS, program participation, and CPE/CPD credit tacking and organizational changes to ensure accuracy and consistency, acting as a point of escalation for complex questions.

• Oversee administrative and operational support for all learning including CPE compliance-related activities and reports. This may include monitoring and auditing LMS data to track compliance with required learning programs and supporting audits by maintaining accurate and detailed documentation on course assignments, completions and CPE/CPD credits.

• Collaborate with COEs and Office of Risk Management on upcoming learning policy updates to proactively drive updates to operational procedures related to such policy changes as applicable.

• Proactively collaborate with the HRIS team to ensure systematic business processes are designed to optimize global operational excellence while being scalable for future growth.

Minimum Requirements:

• 8-10 years of progressive Human Resources, Learning or Talent Development experience, with 4 years within an advanced role

• Supervisory experience for a strategic team of professionals. Prior experience coaching and developing a high performing team required.

Preferred Requirements:

• Education: Bachelor's degree in human resources, Learning and Development or related degree

• Strong leadership and interpersonal skills demonstrated ability to motivate and influence others.

• Excellent consultative skills and ability to communicate effectively across varied stakeholder audiences.

• Possesses strong strategic orientation, analytical skills, critical thinking ability.

• Demonstrated leadership capability, including ability to lead, influence, and motivate others in the work group.

• Proven ability to work with minimal guidance, manage multiple priorities simultaneously, and take initiative even under unfamiliar or ambiguous circumstances.

• Excellent interpersonal and written communication skills

• Strong computer skills, including an affinity to learning and utilizing new systems, tools and technology.

• Proficient and Microsoft Office product suite

• Outstanding organizational skills that are solution-oriented

• Ability to work well under pressure; meet established targets and goals in a high volume, fast-paced and rapidly changing work environment.

• Strong business acumen

At RSM, we offer a competitive benefits and compensation package for all our people.We offer flexibility in your schedule, empowering you to balance life's demands, while also maintaining your ability to serve clients.Learn more about our total rewards at https://rsmus.com/careers/working-at-rsm/benefits.

As an Affirmative Action and Equal Opportunity Employer all applicants will receive consideration for employment as RSM does not tolerate discrimination and/or harassment based on race; color; creed; sincerely held religious beliefs, practices or observances; sex (including pregnancy or disabilities related to nursing); gender (including gender identity and/or gender expression); sexual orientation; HIV Status; national origin; ancestry; familial or marital status; age; physical or mental disability; citizenship; political affiliation; medical condition (including family and medical leave); domestic violence victim status; past, current or prospective service in the US uniformed service; US Military/Veteran status; pre-disposing genetic characteristics or any other characteristic protected under applicable federal, state or local law.

Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership.RSM is committed to providing equal opportunity and reasonable accommodation for people with disabilities. If you require a reasonable accommodation to complete an application, interview, or otherwise participate in the recruiting process, please call us at 800-274-3978 or send us an email at careers@rsmus.com.

RSM does not intend to hire entry level candidates who will require sponsorship now OR in the future (i.e. F-1 visa holders). If you are a recent U.S. college / university graduate possessing 1-2 years of progressive and relevant work experience in a same or similar role to the one for which you are applying, excluding internships, you may be eligible for hire as an experienced associate.

RSM will consider for employment qualified applicants with arrest or conviction records in accordance with the requirements of applicable law, including but not limited to, the California Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the San Francisco Fair Chance Ordinance. For additional information regarding RSM's background check process, including information about job duties that necessitate the use of one or more types of background checks, click here.

At RSM, an employee's pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range.