Director, Performance & Learning

MINIMUM QUALIFICATIONS Education Graduation from an accredited college or university with a Bachelor's Degree in Human Resources, Behavioral Sciences, or business-related field.

General Hybrid Work Statement:

This opportunity is a hybrid opportunity allowing for flexibility between virtual and in-person work subject to the Authority's telework policy.

MINIMUM QUALIFICATIONS

Education

• Graduation from an accredited college or university with a Bachelor's Degree in Human Resources, Behavioral Sciences, or business-related field.

Experience

• Minimum ten (10) years' experience in human resources management or related functions, including five (5) years' experience in the creation, design and delivery of talent management programs having organization-wide impact. Five (5) years of senior level management and supervisory experience is required.

Preferred

Education

• Advanced degree in Business Administration or business-related field.

Certification/Licensure

• SHRM - Certified Professional or Senior Certified Professional

Medical Group:

Satisfactorily complete the medical examination for this position, if required. The incumbent must be able to perform the essential functions of this position either with or without reasonable accommodations.

SUMMARY

The Director, Performance & Learning is responsible for leading Metro's Performance Management Program and Learning and Development programs and activities. The Director serves as a subject matter expert and provides strategic direction and policy guidance for all matters related to the programs under the Director's purview. Working closely with the Chief People Officer, Human Capital (HC) business leaders and top management across the organization, the incumbent formulates and executes a strategic vision, identifying innovative solutions and approaches, and developing plans, processes, standards, tools, and governance documents. The Director manages the full scope of office's operations, including employees, resources, and budgets.

ESSENTIAL FUNCTIONS

• Formulates and drives Metro's strategy for performance management and learning and development activities in alignment with organization's mission, vision, and strategic plans. Provides policy guidelines. Partners with key business, HR and talent stakeholders to design and execute a strategic roadmap that enables achievement of business strategy and continued growth.
• Develops and executes short and long-term plans of activities. Establishes performance indicators and evaluates effectiveness of programs on an ongoing basis.

• Oversees the design, administration, and updates to Metro's Performance Management Program, as well as all learning and development programs, to include mandatory training in compliance with local, state, or federal regulations; business unit specific training; targeted leadership development programs focused on building capable leaders, managers, and supervisors across the organization; High Potential Program, Tuition Reimbursement, etc.
• Critically reviews existing programs and activities, introducing process improvements, as needed. Develops and implements new programs to further Metro's strategic needs and aspirations ensuring cross-functional process integration and application of business best practices.
• Develops and manages the office's budget ensuring timeliness and completeness of budget plans and scrutinous budget tracking, invoicing, and reporting.
• Proactively identifies and plans office's staffing needs. Manages office's employees and external consulting/advisory resources ensuring highest levels of effectiveness, collaboration, and customer service. Identifies areas where additional support (internal or external) may be required and manages all aspects of the resource acquisition process.
• Develops and executes comprehensive change management and communication plans in support of the office's projects, programs, and activities.
• Oversees the development, updating, and distribution of applicable governance documents, such as policies, standard operating procedures, guidelines, and other resources for stakeholders across functional areas.

Leading and Supporting Performance Management and Organizational Development

• Directs the development and administration of the organization's performance management programs and systems, including tools, standards, and processes.
• Advises on/consults with organization leadership, management, HC Business Partners, and special teams/task forces on performance management topics/issues. Provides regular updates to senior leadership on the state of performance management in the organization (e.g., retention of high performers, development of low performers); advises on improvements in performance management strategies and approaches.
• Establishes performance metrics and conducts analyses of HC Information System data and other tracking databases to identify strengths and weaknesses in performance management activities, tools, criteria, and processes.
• Oversees the development and refinement of the performance management systems to address the changing needs of the business, drive cooperation, and ensure accountability.
• Plans and implements interventions, in collaboration with HC business partners and organizational executives and managers, to facilitate organization changes.
• Provides guidance and tools for implementing and monitoring progress and impact of major cultural and/or organizational transformational efforts.
• Works proactively and directly with leaders throughout the organization to build understanding of and buy-in to the organization's performance management framework.
• Provides input into the enterprise-wide organization and leadership assessment processes.

Leading Training and Development Programs

• Drives Metro's learning and development strategy. Designs, develops, and implements a comprehensive learning and development framework across functional areas and organizational levels, using a variety of delivery models, tools, and platforms.
• Collaborates with organizational leaders to assess current programs and future learning and development needs. Identifies training goals, aligned with the strategy and goals of the organization that address broad-based, Metro-wide training needs.
• Conducts learning/training needs assessments to identify gaps in skills that can be addressed through broad-based training interventions; reviews available data on skill gaps and develops new assessments, when necessary
• Establishes short and long-term priorities for training and development programs, which support the organization's strategic and business goals. Designs training programs, services, and interventions to address skill gaps, including programs addressing supervisory and managerial training and leadership skills.
• Oversees the curriculum design and planning and coordinates the development of training materials and tools, including procuring and customizing commercially available training tools and programs.
• Identifies and selects internal or external partners to build and/or execute training programs. Oversees training quality and vendor effectiveness and assesses training impact and return on investment.
• Oversees the administration and evaluation of Metro's High Potential Program (HiPo) that identifies, develops, and tracks selected employees throughout their career at Metro. Manages external consulting/advisory resources responsible for the development and implementation of the HiPo Program. Builds awareness of the HiPo Program throughout the organization and leadership/management buy-in to and support for the program.
• Ensures effective management of training enrollment. Monitors training course feedback and implements necessary improvements.
• Oversees the evaluation of program effectiveness analysis, making improvements to training/program design, scope, or administration, as needed.
• Plans, develops, and oversees implementation of employee engagement and opinion surveys and related follow up organizational action plans.

Evaluation Criteria

Consideration will be given to applicants whose resumes demonstrate the required education and experience. Applicants should include all relevant education and work experience.

Evaluation criteria may include one or more of the following:

• Skills and/or behavioral assessment
• Personal interview
• Verification of education and experience (including certifications and licenses)
• Criminal Background Check (a criminal conviction is not an automatic bar to employment)
• Medical examination including a drug and alcohol screening (for safety sensitive positions)
• Review of a current motor vehicle report

Closing

WMATA is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other status protected by applicable federal law.

This posting is an announcement of a vacant position under recruitment. It is not intended to replace the official job description. Job descriptions are available upon confirmation of an interview.