Senior Manager, Talent Development at Inspire (Santa Monica)
ABOUT US
Inspire is a clean energy technology company on a mission to transform the way consumers access clean energy and to accelerate the world’s transition to a net-zero carbon future.
We provide our customers with access to renewable energy from wind, solar, and hydro powered sources without service interruptions or costly installations at a flat, predictable monthly rate. For every year that a customer spends with Inspire Clean Energy, they have a greater impact on climate change than 10 years of strict recycling.
Our rapidly growing team of mission-driven, climate enthusiasts is passionate, innovative and committed to a better future for the planet.
POSITION SUMMARY
As Senior Manager of Talent Development at Inspire, you stand for and drive the development of high quality, innovative and engaging training programs and resources and expertly manage our programs to ensure brilliant execution and continual innovation. Your work drives the internal pipeline of talent and allows Avengers to ramp into new roles, master the skills & behaviors required to be successful and ultimately take on more challenging responsibilities. You will be responsible for building out the learning roadmap and overall philosophy for our learning & development curriculum. This is an opportunity to bring your creativity and build a successful program utilizing your own toolbox as well as our existing programs and frameworks.
THE SENIOR MANAGER OF TALENT DEVELOPMENT HAS 6 MAIN RESPONSIBILITIES
- Leadership Philosophy: develop a learning and development philosophy, roadmap and framework that support our Avengers and Inspire as we scale
- Leadership Development: building leadership development training for critical career milestones (ex. First time leading a project, first time leading a team, first time leading a function)
- Personal Effectiveness: create content that helps all Avengers overcome less effective behavioral habits that get in their way of reaching their full potential
- Consultative Learning: go deep on the engagements that really move the needle for the business to develop talent over longer tail strategic engagements.
- Leadership Coaching: establish group and 1:1 coaching as part of our core development offerings for leaders.
- Compliance: create and maintain a curriculum of compliance training to meet legal requirements in a way that communicates our mission and values.
SOME YEAR 1 DELIVERABLES
- Conduct needs assessment and map out a 2-year learning strategy
- Launch a leadership development curriculum, potentially in partnership with an external vendor
- Identify and execute at least 3 opportunities for development work within intact teams
- Design and launch values based harassment & diversity training program
- Design and launch a program to improve cross team collaboration and effectiveness
- Review IDP and 360 programs for effectiveness and recommend evolution
SUCCESS METRICS
- Internal Promotions
- Engagement Survey Question “Inspire is a great company for me to make a contribution to my development”
DESIRED TRAITS
- Very smart, able to “keep up” with Sr. Execs
- High EQ, nuanced approach to selling ideas and getting buy in
- High degree of organization with a genuine passion for creating systems and processes that scale
- Disarming, able to get to the crux of a development issue by creating an environment of vulnerability
EXPERIENCE
- Must Have
- 5-8 years of experience in the talent development space
- Experience writing at least one program from scratch, without any off the shelf content, that has been rolled out to at least 3 sessions worth of participants.
- You have managed a leadership development learning program for mid-level managers.
- You have managed and taught people skills, process, etc.
- You have created eLearning and/or virtual content for asynchronous learning. (notion pages, blogs, white papers, on the job tools)
- You have led and developed a team of at least 2 direct reports for more than a year..
- You have tackled a business problem through multi-touch point learning solutions (ex. Hiring, DE&I, leadership bench, change management)
- Proven leadership though complex cross functional projects requiring buy-in from Senior leaders across the company.
- Nice to Have
- Experience building learning roadmaps and competency work in the Technology space (Engineers)
- You have had a formal coaching relationship with at least 3 Director+ people (internal/external)
- Prior experience facilitating Talent Review calibrations and succession planning
- Experience creating content proposals and implementing/facilitating team building offsites
- In depth knowledge around creating content, communications and personal touch points around change management
- Prior experience leading Engagement Survey Action Planning
- Career Development Coaching experience
- Experience with Diversity & Inclusion learning initiatives
- Video/Graphic Design experience/knowledge
