Manager, Learning and Talent Development

The Manager, Learning and Talent Development at Impossible Foods is responsible for developing comprehensive learning strategies, managing training programs, coordinating talent management initiatives, and utilizing people analytics to drive workforce productivity. This role offers the opportunity to shape the development of employees through tailored training and leadership development programs.

To be qualified for the Manager, Learning and Talent Development position at Impossible Foods, candidates should have 5-7 years of experience in learning and development or talent management, along with a Bachelor's degree in Human Resources, Business Administration, or a related field. Preferred qualifications include strong analytical skills, data analysis proficiency, and excellent communication abilities.

At Impossible Foods, the Manager, Learning and Talent Development utilizes people analytics to track headcount management, budget adherence, workforce trends, and employee performance. This data-driven approach helps in optimizing learning programs and enhancing talent management processes, ensuring that the organization stays aligned with its strategic goals.

The Manager, Learning and Talent Development at Impossible Foods oversees various training programs, including workshops, e-learning courses, and leadership development initiatives. The aim is to design, deliver, and assess these programs effectively to meet the diverse needs of employees across the organization.

Yes, the Manager, Learning and Talent Development position at Impossible Foods allows for remote work from any US state except for Alaska, Hawaii, New Mexico, Oklahoma, and Wisconsin. This flexibility ensures that you can support talent development initiatives from the comfort of your home.

When developing a learning strategy for a diverse team, I prioritize understanding the varying needs and learning styles of individual employees. This includes conducting assessments to identify skills gaps, customizing content to be inclusive, and using varied training methods such as e-learning, workshops, or peer mentoring to cater to different preferences.

Yes! In my previous role, I implemented a leadership development program that targeted high-potential employees. We used a blended learning approach, combining online modules with in-person workshops, which resulted in a 30% increase in internal promotions within a year. I'm proud that we tailored content based on feedback to continuously improve the program.

I believe it's essential to track both qualitative and quantitative metrics. I typically look at completion rates, employee satisfaction surveys, skill assessments pre-and-post training, and ultimately, observable changes in performance metrics such as productivity and engagement levels among participants.

To manage relationships with external vendors, I maintain open communication and set clear expectations from the outset regarding deliverables and timelines. I also conduct regular feedback sessions to ensure that the delivered content aligns with our internal objectives and meets our quality standards.

I have extensive experience with data analysis tools like Excel and Tableau, which I use to analyze workforce trends and performance data. This analytical approach helps me identify areas for improvement and make data-driven decisions to help optimize our learning programs and enhance employee engagement.

Aligning learning strategies with organizational goals requires a deep understanding of the company's objectives. I collaborate closely with leadership and stakeholders to identify key priorities, ensuring that our learning initiatives directly support strategic objectives and facilitate workforce capabilities needed for success.

To encourage engagement, I focus on making training sessions interactive and relevant to employees' daily tasks. Incorporating gamification, real-world case studies, and opportunities for feedback helps create a more engaging environment, motivating employees to actively participate and apply what they learn.

One of the main challenges I faced was resistance to change when introducing new training programs. To overcome this, I made sure to communicate the benefits clearly, involve employees in the feedback process, and showcase success stories that illustrated the positive impacts of our initiatives on individual and company performance.

I stay current with trends in learning and development by attending industry conferences, participating in webinars, and engaging with professional networks. Reading relevant publications and following thought leaders on platforms like LinkedIn helps me to incorporate the latest strategies and best practices into our programs.

When managing multiple projects, I prioritize tasks based on urgency and alignment with organizational goals. I also leverage project management tools to track progress and facilitate collaboration, ensuring timely execution while maintaining clear communication with all stakeholders to manage expectations effectively.