Learning and Development Program Manager

The Learning and Development Program Manager at Phil is responsible for designing and implementing training programs that enhance team proficiency and operational excellence. Key responsibilities include analyzing operational gaps, defining quality metrics to assess training effectiveness, collaborating with the Quality team to address root causes of errors, and developing structured onboarding and retraining programs. Additionally, the role involves leading a 'train-the-trainer' initiative to empower team leads and working cross-functionally to align training with business objectives.

To qualify for the Learning and Development Program Manager role at Phil, candidates should possess a bachelor’s degree in Education, Learning and Development, Business Administration, or a related field, along with at least 5 years of progressive experience in Learning and Development or Program Management. Experience in the health-tech sector is preferred. Candidates should demonstrate strong facilitation and coaching skills, analytical abilities, and proficiency in L&D tools and adult learning principles.

The training program design process for a Learning and Development Program Manager at Phil involves several stages, starting with analyzing operational needs to identify gaps that require training. Then, the manager will develop structured programs based on adult learning principles. They will collaborate with the Quality team to conduct root cause analyses and create training solutions tailored to those insights. Continuous evaluation through feedback and performance metrics ensures that the programs remain effective and relevant.

Phil measures the success of its training programs through a combination of quality metrics, participant feedback, assessments, and performance metrics. The Learning and Development Program Manager plays a key role in defining these metrics, analyzing them to identify areas of improvement, and making necessary adjustments to training initiatives. This data-driven approach allows Phil to continuously enhance its training offerings and support team growth effectively.

Phil offers an array of compelling benefits for the Learning and Development Program Manager role, including a fully remote working environment and competitive compensation based on experience. Employees enjoy comprehensive benefits covering medical, dental, and vision needs. Additionally, Phil provides an opportunity for 401(k) contributions, making this a fantastic chance for anyone looking to grow their career in a fast-paced, innovative health-tech startup.

In designing a training program for new hires at Phil, I would begin by assessing the specific operational needs and workflows that the new hires need to understand. Engaging with team leads and existing staff to gather insights would help tailor the content effectively. I'd ensure the program incorporates adult learning principles, interactive elements, and opportunities for real-world application to enhance engagement and retention. Additionally, I would implement feedback mechanisms to continuously refine the program based on participant experiences.

Certainly! In my previous role, we noticed a high error rate in a specific operational task. I conducted a root cause analysis, which involved reviewing performance metrics, interviewing staff, and observing workflows. This analysis revealed that a lack of clarity in the training materials was causing confusion. I collaborated with the team to revise the training content, introduced clear guidelines, and provided additional resources, which subsequently reduced the error rate significantly. This experience highlighted the importance of thorough analysis in identifying and addressing training needs.

To keep training sessions engaging and interactive, I utilize a mix of multimedia, group discussions, hands-on activities, and real-world case studies. Incorporating technology, such as learning management systems or gamified elements, can also enhance participation. I encourage active involvement by asking questions and facilitating discussions among participants. This not only stimulates interest but also fosters peer-learning experiences, which are often valuable in understanding complex training materials.

Assessing the effectiveness of a training program post-implementation involves collecting data through various methods. I would utilize feedback surveys, pre- and post-training assessments, and performance metrics to measure knowledge retention and behavior changes. Additionally, I would track key performance indicators relevant to the trained skills to determine the program's impact on overall operational performance. Continuous monitoring and adjustment based on this assessment ensure the training remains relevant and effective.

In my previous role, I played a significant part in developing a 'train-the-trainer' model that empowered team leads to effectively deliver training sessions. This included creating comprehensive training materials, conducting workshops to equip them with facilitation skills, and providing ongoing support as they implemented training within their teams. The results were notable; not only did this approach enhance training consistency, but it also deepened the engagement of team leads in the development of their peers.

One challenge I faced was resistance to change when new training programs were introduced. To address this, I initiated open communication with team members, actively listening to their concerns and offering clarity on the benefits of the new programs. I also involved them in the program development process to foster buy-in. Through collaborative efforts and showcasing early successes, I was able to alleviate concerns and generate enthusiasm around the changes.

Adult learning principles can be effectively applied in training programs at Phil by focusing on self-direction, relevance, and experience. Programs should allow for autonomy, enabling adult learners to take charge of their learning. Content should connect to their real-world experiences, enhancing relevance. Facilitating peer discussions and encouraging knowledge sharing also leverages the vast experiences of participants, making learning more meaningful and applicable in their roles.

To align training programs with business objectives, I would start by closely collaborating with leadership to understand key goals and performance metrics. Then, I would conduct a needs assessment to identify specific skill gaps that directly impact these objectives. Designing training that ties into these targets ensures relevance and fosters motivation among participants. Regularly reviewing and updating content based on business changes is also crucial to maintain alignment over time.

Feedback is a fundamental aspect of my training development process. I actively seek input from participants during and after sessions to understand what resonates well and what areas need improvement. This can be gathered through surveys, informal discussions, and observing participant engagement. Incorporating feedback allows for continuous enhancement of training materials and approaches, ensuring they meet the learners’ needs and drive the desired outcomes.

To ensure training materials are up to date and relevant, I establish a regular review schedule in collaboration with stakeholders and subject matter experts. This involves revisiting content based on feedback, changes in processes, and regulatory updates. I also prioritize incorporating the latest industry trends and best practices. Including mechanisms for participant input can provide additional insights into the relevance of materials, which helps maintain their effectiveness.