Director, Learning & Talent Solutions
The Director of Learning & Talent Solutions will lead the learning and talent solutions organizations within The Walt Disney Studios. The role will report to the HR organization's VP, HRBP & L&TS.
This role will equally focus on the learning and talent solutions portfolio with a specific focus on our Creative clients. Key accountabilities include understanding our talent and their development needs and leading, managing, and monitoring performance management processes including calibration and feedback!
Driving our succession strategy in partnership with HR and the business to support the identification of successors, establishing development plans, tracking and observing the progress of talent, and developing innovative ways for organization-wide learning, tied to business needs and focused on: employees, leaders, and executives
Establishing productive working relationships with segment and enterprise functional counterparts (HR Business Partners, DEI, Workforce Insights, L&TS Center of Excellence, Embedded learning teams within the Segment) to move work forward
Partner with key HR business and functional partners to ensure the development, recognition, and retention of our critical talent is top of mind during the natural HR cyclical processes
Deeply understanding workforce data and trends to craft strategies to help meet the needs of an evolving and complex workforce
Key Responsibilities will include:
Strategy Development and Alignment
Develop a learning & development and talent strategy in support of business goals and addressing the needs of employees and leaders
Lead a team of 4 supporting various segments/businesses/cultures to ensure consistency where required and customization when applicable
Design and implement distinct initiatives aligned with Studio strategy considering market and business intricacies
Work closely with Enterprise L&TS teams to translate BU/market-specific trends and needs for enterprise prioritization across a global employee population
Understand key issues/trends within the business and talent while driving innovative people and talent strategies across the LOBs
Partner with L&TS Center of Excellence and embedded L&D teams to influence enterprise learning offerings and drive partnership, collaboration, and consistency when needed.
Learning & Development
Develop L&D initiatives and programs to address the lifecycle of an employee and leader from: onboarding/orientation, and business skill development of employees to key leadership journeys from entry-level people manager through executive leadership
Develop customized learning offerings targeted toward the creative audience
Talent Solutions:
Responsible for developing an approach and implementation for leadership transitions, executive onboarding, assessments (e.g., 360), leadership, and executive coaching in partnership with HR and L&TS Center of Excellence
Define process for identification and development of high potential and successor talent. Identify gaps in successor development and partner closely with Talent Acquisition organization to map talent in the marketplace.
Lead all aspects of the performance management process, including education of our leaders to ensure leaders and employees understand how to set goals, give and receive feedback regularly, and calibrate talent across the business
Facilitate the design and delivery of local career activations and mentoring programs, and/or support roll out of enterprise career and mentorship programs
Data/Storytelling
Partner closely with Data/Insights organization to define and develop key metrics to track and report on.
Identify rising trends, using them to drive and influence learning and talent strategies
Utilize internal and external data, develop a compelling story, and influence and educate Sr. Leadership to drive relevant strategies across businesses and HR
Skills/Qualifications:
8-10 years of implementing and delivering learning, development, succession and talent strategies or related experience for a multi-functional global business. 5-8 years in leading and developing a highly collaborative team within a dynamic, global and highly matrixed organization.
Outstanding leader of people who exemplifies leading in a way others chose to follow
Proven ability to build relationships and drive change for multi-disciplinary client groups spanning from creative to production to corporate environments.
True integrator / consultative mindset; demonstrated ability to influence and partner with Sr. business and other HR leaders to successfully drive organization initiatives, gain commitment, navigate complex often competing issues and implement change.
Able to build strong, collaborative relationships across global teams and unique businesses (Creative, Production, Streaming/Tech). Demonstrated ability to independently develop, drive, and contribute to overall strategy and business plans in a rapidly developing, changing environment
Able to nimbly drive work across global businesses and influence and interact across a broad diversity of client types
Experienced in leading the integration of multiple data sources (including primary and secondary research) into clear, actionable insights and stories
Proven experience driving sophisticated change strategies to effectively align the organization and talent to foster a diverse workforce
Able to develop and manage a budget
Previous experience in Organizational Development or Organizational Effectiveness is a plus
Bachelors Degree, Advanced degree a plus
The hiring range for this position in Burbank, California is $197,700 to $241,500 per year. The base pay actually offered will take into account internal equity and also may vary depending on the candidates geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered.
Apply Now
This role will equally focus on the learning and talent solutions portfolio with a specific focus on our Creative clients. Key accountabilities include understanding our talent and their development needs and leading, managing, and monitoring performance management processes including calibration and feedback!
Driving our succession strategy in partnership with HR and the business to support the identification of successors, establishing development plans, tracking and observing the progress of talent, and developing innovative ways for organization-wide learning, tied to business needs and focused on: employees, leaders, and executives
Establishing productive working relationships with segment and enterprise functional counterparts (HR Business Partners, DEI, Workforce Insights, L&TS Center of Excellence, Embedded learning teams within the Segment) to move work forward
Partner with key HR business and functional partners to ensure the development, recognition, and retention of our critical talent is top of mind during the natural HR cyclical processes
Deeply understanding workforce data and trends to craft strategies to help meet the needs of an evolving and complex workforce
Key Responsibilities will include:
Strategy Development and Alignment
Develop a learning & development and talent strategy in support of business goals and addressing the needs of employees and leaders
Lead a team of 4 supporting various segments/businesses/cultures to ensure consistency where required and customization when applicable
Design and implement distinct initiatives aligned with Studio strategy considering market and business intricacies
Work closely with Enterprise L&TS teams to translate BU/market-specific trends and needs for enterprise prioritization across a global employee population
Understand key issues/trends within the business and talent while driving innovative people and talent strategies across the LOBs
Partner with L&TS Center of Excellence and embedded L&D teams to influence enterprise learning offerings and drive partnership, collaboration, and consistency when needed.
Learning & Development
Develop L&D initiatives and programs to address the lifecycle of an employee and leader from: onboarding/orientation, and business skill development of employees to key leadership journeys from entry-level people manager through executive leadership
Develop customized learning offerings targeted toward the creative audience
Talent Solutions:
Responsible for developing an approach and implementation for leadership transitions, executive onboarding, assessments (e.g., 360), leadership, and executive coaching in partnership with HR and L&TS Center of Excellence
Define process for identification and development of high potential and successor talent. Identify gaps in successor development and partner closely with Talent Acquisition organization to map talent in the marketplace.
Lead all aspects of the performance management process, including education of our leaders to ensure leaders and employees understand how to set goals, give and receive feedback regularly, and calibrate talent across the business
Facilitate the design and delivery of local career activations and mentoring programs, and/or support roll out of enterprise career and mentorship programs
Data/Storytelling
Partner closely with Data/Insights organization to define and develop key metrics to track and report on.
Identify rising trends, using them to drive and influence learning and talent strategies
Utilize internal and external data, develop a compelling story, and influence and educate Sr. Leadership to drive relevant strategies across businesses and HR
Skills/Qualifications:
8-10 years of implementing and delivering learning, development, succession and talent strategies or related experience for a multi-functional global business. 5-8 years in leading and developing a highly collaborative team within a dynamic, global and highly matrixed organization.
Outstanding leader of people who exemplifies leading in a way others chose to follow
Proven ability to build relationships and drive change for multi-disciplinary client groups spanning from creative to production to corporate environments.
True integrator / consultative mindset; demonstrated ability to influence and partner with Sr. business and other HR leaders to successfully drive organization initiatives, gain commitment, navigate complex often competing issues and implement change.
Able to build strong, collaborative relationships across global teams and unique businesses (Creative, Production, Streaming/Tech). Demonstrated ability to independently develop, drive, and contribute to overall strategy and business plans in a rapidly developing, changing environment
Able to nimbly drive work across global businesses and influence and interact across a broad diversity of client types
Experienced in leading the integration of multiple data sources (including primary and secondary research) into clear, actionable insights and stories
Proven experience driving sophisticated change strategies to effectively align the organization and talent to foster a diverse workforce
Able to develop and manage a budget
Previous experience in Organizational Development or Organizational Effectiveness is a plus
Bachelors Degree, Advanced degree a plus
The hiring range for this position in Burbank, California is $197,700 to $241,500 per year. The base pay actually offered will take into account internal equity and also may vary depending on the candidates geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered.
Apply Now