Sr. Manager, Leadership Development
The Senior Manager, Leadership Development is a strategic leader who leverages a combination of data insights and their experience to build a breadth of development programming in support of The Pokémon Company International’s strategic direction. Core to this role is the ability to cultivate relationships and create high-quality (brand worthy), scale-able employee and leadership development experiences for the diverse needs across the company. Leveraging their proven ability to develop ‘sticky’ experiences that inspire positive change, this role is critical in driving both career and organizational progression.
What You’ll Do
- Amplify Leadership Development Strategy – design and build robust leadership development programming that is purpose built for The Pokemon Company International (TPCi) and delivers against strategic opportunities. Develop content that is uniquely ours; grounded in values; with a blended approach to program elements which builds skills and capabilities over time.
- Design Innovative Employee Learning & Development Programs at Scale – partner with internal and/or external subject matter experts to develop instructionally sound, creative and high-quality learning solutions that deliver high impact results (e.g. curriculum design, self-study, e-learning, blended learning). Facilitate various learning events, programs, and workshops via multiple delivery methods, including instructor-led, virtual, eLearning and other blended formats. Develop and maintain calendar, communication and marketing to ensure employees have knowledge of training and development events and resources.
- Deliver a World Class Onboarding Experience – own the onboarding program which delivers a compelling experience deeply immersing new hires in our creative & fun culture, our diverse business, and our engaging community.
- Create, Curate and Facilitate Workshops – design programs and workshops in a modern, user-centered way that achieves the learning objectives by inspiring our people. Expertise in facilitation is key as is the ability to develop strong consultative partnerships with the HRBP team. Share your expertise by being a coach and “center of excellence” to develop content creation and facilitation skills in others (including the People team).
- Collaborate with Diversity, Equity and Inclusion (DEI) and Internal Communications – build cross-functional partnerships to integrate and connect initiatives in a thoughtful way to ensure we are building a seamless learning ecosystem.
- Develop Talent – lead direct reports by example through Our Core Values. Create an inspiring environment with open communication and kind feedback. Empower direct and indirect team by nurturing strengths, valuing diverse perspectives and collaborating together on common goals.
- Change Leadership – use a deep understanding of change principles to complete an ongoing analysis of stakeholder engagement (including Executive team) of leadership development and learning programming. Create change plans to align behaviors needed to support and drive programs forward; continually checking and adjusting throughout.
- Data Driven Decisions – use quantitative and qualitative data to report on and drive decisions through an ongoing assessment of the curriculum against strategic organizational/learning outcome goals. Leveraging a continuous improvement lens: recommend/build content to close gaps; develop improvement strategies (system, process, accountability, etc.); own and deliver follow-up as needed.
- Proactively Manage Vendor Relationships – negotiate deals; agree on key performance indicators (KPIs) and hold vendors accountable (learning programs); coaching programs (future).
- Research and Benchmark – perform ongoing research to ensure we always have a pulse on ‘next practices’ and are seeing around corners with our people practices. This includes (but not limited to): workforce trends, demographic shifts, culture and talent trends, employee engagement strategies, organizational effectiveness practices, etc.
What You’ll Bring
- 15+ years’ experience in Leadership Development / Learning / Talent Management / HR or related field with demonstrated skill and experience building development programs at scale.
- 3+ years’ experience managing people.
- Experience designing organizational learning and leadership development strategies; and executing both broad and deep plans
- Ability to assess and apply industry-based leadership principles and cutting-edge concepts, and practices in a business environment
- A strong track record of taking end-to-end ownership and driving results; demonstrated ability to manage multiple projects or programs- work prioritization, planning, and coordination across teams
- Proven ability to develop content and manage in-person, virtual, or self-paced learning solutions, such as e-learning, virtual communities, performance support tools, self-assessments, videos, and curated micro-learning
- Demonstrated ability to create curriculum in a variety of multimedia formats, including, but not limited to: presentations, simulation, video, voice over, animation, e-learning, blended learning environments, etc.
- Demonstrated ability to be an effective relationship builder and flex style for a vast array of stakeholders including C-suite executives.
- A deep knowledge of adult learning practices; flexible in how to effectively operationalize within a business.
- Proven communication skills with the ability to use storytelling to reinforce key concepts and improve content retention.
- Experienced change leader with demonstrated skill and experience working on large scale people and behavioral change projects, or other types of projects with significant change.
- Master’s Degree (strongly desired), or Bachelor’s Degree in HR, Organizational Behavior, Education, Business or related field from an accredited college or university.
- Applicable facilitation and coaching certification(s) strongly desired.
- Diversity, Equity and Inclusion subject matter expertise strongly desired.
How You Will Be Successful
- Continuous Learning: Displays an ongoing commitment to learning and self-improvement; proclivity to acquire new knowledge and skills.
- Innovative: Encourages diverse thinking to develop fresh ideas that provide solutions to workplace challenges and opportunities.
- Customer Focus: Continuously paying attention to internal and external customer needs and adapting as they evolve to exceed expectations.
- Excellence (Quality): Maintains and promotes high standards, seeking ways to improve products and services, encouraging others to do the same, resulting in quality deliverables.
- Integrity and Trust: Behaves in authentic, honest, fair, and ethical manner. Shows consistency in words and actions. Is a credible business advocate and partner possessing courage to address matters promptly.
- Collaborative: Develops, maintains, communicates and strengthens partnerships with others inside and outside the organization to achieve goals and positive results.
- Resourceful: Finds ways to get things done efficiently and effectively to accomplish goals and redefine what is possible.
- Develops Talent: Brings out greatness in others. Fosters the development of people to meet both their career goals and organizational goals.
What to Expect
We offer a professional, fun and creative work environment. While we maintain a good balance between work and life, additional hours may be required at peak times or for specific initiatives. Travel between office locations internationally may be required on occasion (up to 20%).
The Pokémon Company International, a subsidiary of The Pokémon Company in Japan, manages the property outside of Asia and is responsible for brand management, licensing, marketing, the Pokémon Trading Card Game, the animated TV series, home entertainment, and the official Pokémon website. Pokémon was launched in Japan in 1996 and today is one of the most popular children's entertainment properties in the world.
The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of people so classified. All employees may be required to perform duties outside of their normal responsibilities from time to time, as needed.