JOB DETAILS

Director, Global Leadership Development

Job ID: 31991

Human Resources
United States – New York – New York
May 18, 2017

Overview

The Director, Global Leadership Development will lead the design, development and implementation of leadership and high-potential development programs across Tiffany & Co. With strong competencies in place and a set of binding cultural values, we are now focused on building the leadership capability of Tiffany’s global retail, manufacturing and corporate groups’ talent. The role will be responsible for building on the Tiffany philosophy and framework for talent development across the global enterprise, envisioning and executing a global leadership development platform of training programs and critical leader experiences for the Tiffany global workforce. Building upon an established set of management development programs (listed below), the role will also require envisioning and building a globally sustainable new set of programs and a toolkit for regional trainers to execute and customize to their regions. The role involves organizational diagnosis, instructional design, advising, facilitating and delivering development solutions to leaders and the broader business both directly and in partnership with the Global HR Training network and HR Generalists, and through collaboration with key functional and regional partners. The role requires strategic thinking, leadership presence, expertise in instructional design and a track record of stellar facilitation to influence senior management and engage a diverse global workforce.

Responsibilities

  • ANNUAL LEADERSHIP CURRICULUM DEVELOPMENT AND DELIVERY FOR RETAIL –

Gather data to determine needs and current local offerings for regional and functional training – Annual assessment and audit of training gaps filled / remaining – in partnership with regional trainers – Annual plan of training offerings provided in partnership with local trainers and HRGs globally by region and function – Current program evaluation, analysis and updating as well as modularizing our current infrastructure of programs for more nimble deployment / refreshing with opportunities to build pre- and post- engagement strategies – Future program visioning and execution in partnership with global trainers.

  • LEADERSHIP CURRICULUM DEVELOPMENT FOR CORPORATE GROUPS and MANUFACTURING EMPLOYEES –

Determine the needs and effectiveness of our established set of management development programs including: Management Development Program (MDP), Coaching Conversations, Creating Shareholder Value (CSV), Maximizing Business Acumen (MBA), Negotiating Success, Transition to Management (T2M) – Learn, employ and continuously refresh our elevated Leadership Development Program (LDP) for executives and plan to facilitate this program in 2018 and beyond – Determine the GLD strategy for program deployment and facilitation to ensure the most effective plans for engaging the organization outside of retail in learning experiences that follow an intentional curriculum set by this role.

  • DEVELOP INNOVATIVE PROGRAMS –

Based on aformentioned strategy for global leadership development across the organization with input from our talent management database (e.g. Performance Management ratings, Benchstrength data, talent summit input) begin to innovate and raise the bar on our set of offerings to the organization through innovation and strategic planning) – Collaborate on innovative programs to meet the needs of the business with a focus on creating highly-effective and engaging learning experiences including face-to-face, e-learning/multimedia (non-technical content development) and blended. Create all collateratal for programs to include visuals, activities, participant materials, leader’s guides, discussion guides, etc. – Based upon determined global strategy, create new leadership development programs including but not limited to a high potential global training program.

  • LEAD and PARTNER EFFECTIVELY –

Lead a team of instructional designers and facilitators (internal and external to Tiffany) to execute on global strategic plan and design / deliver prioritized programs for each region and function – Work closely with region / function heads and regional trainers & global HR Generalists to determine the best annual plan for localized leadership development – Manage aspects of large and small scale program implementation including vendor management, content and materials developnment and communication strategy – Partner closely with Organizational Effectiveness and Talent Mangement (OETM) colleagues to integrate with and enhance Onboarding, Succession Planning, Education Assistance and the “Grow with Tiffany” Career Development program.

  • MEASURE –

Establish meaningful methods and metrics and monitor program impacts against them – Measure the impact of all existing programs to determine prioritization for annual planning. Determine the right metrics for ongoing assessment and decision-making – Measure interest by region/function to determine spend and deployment – Measure outcomes, impacts on the business and opportunities for improvement.

Qualifications

Required Qualifications:

  • Minimum of 8-10 years experience designing and delivering leadership and management programs; Expertise with adult learning theory and instructional design certification a plus.
  • Minimum 5 years experience directly managing a team delivering leadership and management programs.
  • Broad understanding of and experience envisioning and designing robust leadership development initiatives under a clear framework using various implementation methodologies.
  • Understanding and experience integrating leadership development programs into a holistic talent management framework, including succession management.
  • Experience managing virtual teams.
  • Expert facilitation skills and knowledge and experience designing and implementing innovative, premiere leadership development solutions
  • Expert presenter with the ability to influence and educate leaders on leadership development including the purpose of leadership development, the role leaders play in developming other leaders and the activities needed to support effective leadership development; superior oral and written business communication skills.
  • Can effectively manage change and can shift gears comfortably; Highly effective in ambiguous environments and able to produce maximum results with little direction and guidance.
  • Demonstrated ability to leverage external and internal resources and a people network to execute quickly, effectively and consistently in a fast-paced business environment.
  • Strong decision-making and problem-solving skills; proven research skills to gather data, best practices, and points of view to ensure sound judgment.
  • Team leadership experience in a global working environment a priority. Superior collaborative working abilities and experience; ability to manage multiple complex assignments, with proven ability to assess competing priorities in a high evnergy, fast paced environment in geographically dispersed organization.
  • Confidence interacting with senior-level leaders and influence / persuasion track record to build and gain buy-in for a global GLD agenda and curriculum.

Preferred Requirements:

  • Instructional design certification
  • Masters degree in OD/IO psychology
  • HR Generalist experience
  • 360, MBTI, Firo B, Hogan Suite and other assessment certifications