o List of functional and product skill areas that are gaps or deficiencies in the SBU related to solutions, technologies, products, offers, etc.
that are relevant to the given SBU
o Prioritization of listed items as defined by senior leadership
o Plans to address prioritized skill area gaps to build needed learning and development resources (learning objectives, expected format, estimated cost and time to build and deliver)
o Quarterly Development Plan : Each quarter use assessment results to determine if agreed upon business targets are being met.
Develop follow up plan to support the re-assessment of workforce skills at the SBU leader-set attainment levels if necessary.
o Quarterly Target Assessment : Each quarter use assessment results to determine if new business KPIs and associated target skill attainment levels should be set.
Land new assessment plan reflecting decision that new KPIs / attainment levels should be set.
o Partner with key stakeholders including SBU leaders / managers to ensure the execution of readiness plans for each quarter, ensuring roles can perform leader prioritized skills
o Measure impact and derive insights, including NSAT, pre / post skills gains, 90 day applied skills, and correlations to business KPIs and report back to SBU leadership and the Learning and Development lead to inform future strategy
Preferred Qualifications :
Travel is required on occasion in support of learning and development delivery internationally (approx. 5%), and more often for planning and support of delivery (approx. 10%).