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Deloitte Senior Manager, Digital Lead, Learning & Development in Boston, Massachusetts

Senior Manager, Digital Lead, Learning & Development

Deloitte's Learning & Development (L&D) function delivers outcome-focused, human-centered, efficient, and innovative learning, development, and growth solutions designed to help our professionals best perform at every stage of their career. We emphasize our strong culture of learning and the growth mindset of our professionals and offer holistic and continuous learning that is not just about education but also self-awareness, exposure to real-world problems, and connections to people. We strive to position our people to help tackle some of the most complex issues in business, our communities and society at large.

We are looking for a L&D Digital leader that deeply appreciates the Deloitte brand, our values, the breadth of markets and talent for which we compete. This leader needs to bring an innovative mindset and be able to both design and execute programs for business impact.

The Work You'll Do

You will start by leading the Workforce Credentialing initiative that's part of the L&D Strategy for the future of development at Deloitte. Working with the initiative's CLO sponsor and members of the Research, Strategy, and Enablement (RS&E) Team, you'll develop an integrated approach with enabling technology to capture both workforce capabilities and experience and thought leader status. This will represent a single source of truth that provides data, insights, visibility, and agency to proactively inform Talent and business decisions.

Credentialing will provide targeted, accurate, and relevant business intelligence that better informs workforce planning and forecasting, talent acquisition, learning and development, sales, deployment, and career progression to improve delivery, value and impact. It will allow for the ability to quickly assess and quantify workforce skills gap and business needs required to make our L&D function more agile. It will also offer visibility, empowerment, and agency for our professionals to define their career path and make learning, development, and growth choices, as well as the ability to inform choices around differentiated rewards for hot skills.

This will evolve into a Talent-wide effort, and will include collaboration with stakeholders across Talent, IT, Talent Services, the businesses, USI, contractors, vendors, and Global, as well as with related external L&D industry groups.

Workforce Credentialing

  • Develop a skills-based model that creates a 'talent marketplace' for the firm that accurately and efficiently captures our professionals' learning, certifications, and project experience through a global process, system, and discipline

  • Create a trusted and comprehensive capture of credentials aligned with internal and external client needs and the products, services, and solutions we provide - one that goes beyond badging and provides data that enables AI, data-driven and real-time decision-making

  • Implement a phased approach that starts with the automated capture of short-term skills certifications, while simultaneously pursuing a comprehensive, global approach

  • Partner with Global to select and define implementation plan for system to capture those current external certifications to immediately support workforce planning, growth, and deployment (catching up to competitors and solving current pain point)

  • Define a centralized strategy, governance, approach, and set of standards

  • Work with Talent and the business to focus on the skills that are critical and aligned with and enable the products, services, and solutions we deliver, as well as those developed through the Deloitte Technology Academy and Deloitte Leadership Academy

  • Create firm-level validated, accurate, and comprehensive reporting and assessments

  • Assess and optimize the complexity of existing processes and systems across Talent, the business, and Global, with a focus on solutioning for data accuracy

  • Drive implementation through a focus on the process and behaviors and stakeholder adoption, while not over-emphasizing the enabling solution - also facilitating the necessary culture shift for how to manage skills and maintain accurate data

Other Responsibilities

  • Own and manage key working relationships with L&D, Talent, and business leaders

  • Mobilize, engage, and lead a cross-L&D and Talent team to execute upon project objectives while aligning work and roles to ensure optimal performance

  • Embrace and promote agility, proactiveness, responsiveness, curiosity, strategic thinking, collaboration, creative problem-solving, and change enablement

  • Lead, inspire, and coach team members, fostering individual and team growth through delegation, feedback, instruction, and encouragement-building on strengths and developing areas for improvement

  • Coach and mentor team members through established 1:1 check-ins and other development mechanisms

  • Complete and submit 360* professional development and performance review documentation

  • Cultivate an inclusive, high-performing team that maximizes team member contribution by creating an environment of mutual support and shared responsibility

  • Provide support and other administrative duties for direct reports

  • Utilize employee engagement tactics to encourage employees to become productive and high-performing and to enjoy their work

Qualifications

Required:

  • Bachelor's Degree; Minimum 10 years of related experience

  • Ability to work effectively in a fast-paced, multiple-projects environment

  • Strong strategic and critical thinking skills to identify interdependencies between issues, data, and outcomes; clear understanding of how moving pieces come together to build the big picture

  • Significant program management experience in successfully planning, managing, and delivering multiple, concurrent, and complex work streams in a matrixed organization with aggressive timelines

  • Outstanding interpersonal skills that build relationships at all levels across the organization with the ability to influence, collaborate, and build consensus

  • Strong analytical skills and ability to identify and present data-driven insights and trends

  • Proven ability to communicate ideas and insights in person, virtually, and in writing, succinctly and with impact, understanding what is relevant vs. what is "noise" to the audience

  • Proficient Microsoft Office skills

  • Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future

  • Travel up to 20%

Preferred:

  • MBA or other advanced degree in learning and development, human resources development, education, organizational psychology, or related field

  • Expertise in learning and development, talent management, and/or organizational development

  • Prior consulting or professional services experience

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All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.

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