Associate Director, Role-based Training - 133909

At the University of California San Diego, we prefer the path less traveled. And it has led us to remarkable new ways of seeing and making a difference in the world. Are you ready to be a change maker, shaping the future of staff learning and development in a rich, collaborative environment powered by bright minds dedicated to making a difference? If so, we are looking for an innovative Associate Director, Role-based Training to design and lead innovative learning solutions, foster a culture of inclusion and belonging in our training programs, collaborate effectively, and manage complex projects with agility and precision. Join us in making a difference.

Your mission?

To empower our diverse workforce to excel in their roles and contribute to the university's legacy of groundbreaking achievements.

Your impact?

• Foster a Culture of Inclusivity and Learning: Drive initiatives that champion equity, diversity, and inclusion, creating a welcoming environment for all staff to grow and thrive, guided by our UC San Diego People Proposition.

• Bridge Vision and Action: Marry strategic foresight with practical solutions, turning ambitious plans into tangible realities that enhance our staff's learning experience.

• Build and Strengthen Community Ties: Cultivate lasting partnerships across campus, uniting leaders, experts, and learners in a shared mission of educational excellence.

• Lead with Innovation: Be at the forefront of incorporating the latest learning technologies and methodologies, from AI to experiential learning

Department Overview:

Human Resources advances a culture of inclusion and innovation by attracting top talent, building a high-performing workforce, developing skilled leaders, and fostering a vibrant and engaging climate for the people of UC San Diego. We provide campus employees with the full range of personnel services and participate in systemwide policy and decision-making. Human Resources includes CHRO Administration, Business and Fiscal Operations, and seven functional domains: Talent Solutions; People Programs and Rewards; HR Strategy and Policy; People Support; Organization Effectiveness; Data, Systems and Processes; and Strategic Consulting, Assessments and Analytics.

Organization Effectiveness is the domain of Campus Human Resources that includes the Communications and Engagement, Knowledge Management, Organizational Development and Staff Learning and Development functions. This area is responsible for helping frame and drive the CHRO's strategy within HR and across campus, planning and leading organizational transformation, ensuring that employees have the knowledge and skills needed to operate effectively and efficiently, developing highly effective leaders, supporting change management strategies, creating a knowledge management ecosystem for staff, developing and deploying communications strategy and tools for the staff audience, and supporting staff engagement within HR and across campus in furthering the five anchors of the UC San Diego People Proposition: Equity, Care, Growth, Purpose and Inclusion.

The Staff Learning and Development team supports Campus staff through professional development resources, managerial and leadership development programs, team development approaches, learning technology tools, instructional design strategy and support, organizational learning strategy and alignment, and a learning community of practice. We prioritize design and delivery of programs aligned with our guiding principles of creating strategic, accessible, sustainable, and scalable solutions. A key emerging area of focus is enabling the development of learning resources to support clusters of roles that share knowledge, skills and abilities across departments.

Position Overview:

The Role-based Training Associate Director will lead the effort to develop a network of learning hubs in support of staff engaged in key functions that cross departments, such as finance, human resources, and student services. The Role-based Training Associate Director will be responsible for partnering with subject matter experts, organizational and project leaders, and learning and development colleagues to conduct deep needs analysis, design a scalable and sustainable approach for each area, map learning landscapes, stand up each role-based hub, launch programs, and design and conduct ongoing evaluation. This role will also be responsible for building a central infrastructure to support the hubs, including partnering to develop a flexible, comprehensive, matrixed learning architecture, creating train the trainer programs, and designing effective models for on-the-job-training. The Role-based Training Associate Director will focus on the Analysis, Design and Evaluation stages of the ADDIE model and will partner closely to support the Development and Implementation stages in the hub areas as they are established. Diversity, equity, inclusion and belonging are central values for Human Resources, and this role will be responsible for ensuring these serve as the foundation for and are infused throughout all discussions, analysis, planning, program design, implementation, evaluation and communication for role-based training.

This role requires a deep understanding of organizational strategy, curriculum and instructional design, program management, and stakeholder engagement to align various decentralized learning partners and subject matter experts (SMEs) with the university's strategic goals, and will:

* Develop a comprehensive strategic roadmap for aligning training, knowledge management, and best practices across various departments

* Design an architecture that facilitates seamless integration of training resources, ensuring a consistent and efficient learning experience for staff

* Combine forward-thinking creativity with practicality, leveraging both the ability to envision the complete architecture of an approach and interconnectedness of the components needed for a desired outcome and the ability to manage tactical and incremental action toward those goals to keep the project moving

* Facilitate cross-functional conversations to map roles to tasks and tasks to training needs, identifying gaps and opportunities

* Serve as a consultant to learning partners, conducting needs analyses and providing guidance to determine the best instructional strategies for training design, development, and delivery and carrying out those strategies in partnership with others

* Create coalition, alignment and project accountability through influence and shared vision without positional authority

* Develop change management and communication plans to support learning programs

* Design and develop engaging and effective learning experiences that meet the needs of diverse learners

* Create and implement "Train the Trainer" initiatives to enhance campus-wide capacity for skilled facilitation of training programs.

* Provide guidance and resources to trainers to ensure consistent and high-quality delivery of content

* Establish infrastructure, templates, and guidelines for the development of on-the-job training materials that enable departments to create effective resources that enhance staff performance and development

* Collaborate with relevant stakeholders to develop a comprehensive strategy for evaluating the effectiveness of learning programs

* Design and implement assessment methods to measure the impact of training initiatives on staff performance

* Cultivate and sustain strong partnerships with learning hubs in various role areas (e.g., finance, human resources, student services), collaborating closely to ensure alignment with unique training needs in each area

* Seek opportunities for innovation and continuous improvement and balance those with alignment to organizational goals and an appropriate risk management approach

• Proven experience in program management, instructional design, and learning strategy development.

• Experience in needs analysis, curriculum development, and learning assessment.

• Familiarity with adult learning principles and the latest trends in workplace learning.

• Proficiency in learning management systems (LMS) and e-learning authoring tools.

• Collaborative mindset with the ability to build and maintain relationships across various departments.

• Strong project management skills with the ability to manage multiple initiatives concurrently.

• Excellent communication and facilitation skills for engaging with diverse stakeholders.

• Strong analytical and problem-solving capabilities.

• Advanced ability to conduct analysis and develop recommendations, demonstrating organizational and problem-solving skills.

• Advanced analytical, verbal, written and interpersonal communication skills, collaboration and negotiation skills.

• Advanced knowledge of organization policies and procedures, including policies that impact online course development.

• Advanced knowledge of instructional design principles and learning strategies, including needs analysis, backwards design, learning outcomes and assessment design, and instructional approaches including lecture, discussion, activities, projects, etc.

• Advanced knowledge of the technical tools and platforms required to achieve the delivery of engaging and media-rich online learning content, and of trends in the use and effectiveness of educational technology and learning.

• Advanced understanding of business strategies and market priorities related to online learning and achievement of organizational goals.

• Advanced knowledge and skills with relevant business software systems and content creation tools.

• Advanced knowledge of applying adult learning theories and education methodologies in creative ways.

• Advanced knowledge of e-learning strategies including but not limited to courses (e.g., processes and technologies, etc.).

• Expert level skills in application of planning, resourcing and monitoring of effective design life cycles of training and other learning and performance solutions to support the organization.

• Thorough knowledge to conduct appropriate job and task analyses in the context of instructional design of technical or specialized training.

• Demonstrated competency with and commitment to equity, diversity and inclusion.

• Job offer is contingent upon satisfactory clearance based on Background Check results.

• This position has been identified as a Mandated Reporter pursuant to the California Child Abuse and Neglect Reporting Act and requires immediate reporting of physical abuse, sexual abuse, emotional abuse, or neglect of anyone under the age of 18. It is the responsibility of the Mandated Reporter to ensure that they obtain proper training in order to fulfill their reporting responsibilities as required by the California Child Abuse and Neglect Reporting Act and University policy, and to complete and submit the required reports to the UC San Diego Police Department without delay.

If employed by the University of California, you will be required to comply with our Policy on Vaccination Programs, which may be amended or revised from time to time. Federal, state, or local public health directives may impose additional requirements.

To foster the best possible working and learning environment, UC San Diego strives to cultivate a rich and diverse environment, inclusive and supportive of all students, faculty, staff and visitors. For more information, please visit UC San Diego Principles of Community.

UC San Diego is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status.

For the University of California's Affirmative Action Policy please visit: https://policy.ucop.edu/doc/4010393/PPSM-20
For the University of California's Anti-Discrimination Policy, please visit: https://policy.ucop.edu/doc/1001004/Anti-Discrimination

UC San Diego is a smoke and tobacco free environment. Please visit smokefree.ucsd.edu for more information.

Misconduct Disclosure Requirement: As a condition of employment, the final candidate who accepts a conditional offer of employment will be required to disclose if they have been subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct; received notice of any allegations or are currently the subject of any administrative or disciplinary proceedings involving misconduct; have left a position after receiving notice of allegations or while under investigation in an administrative or disciplinary proceeding involving misconduct; or have filed an appeal of a finding of misconduct with a previous employer.

a. "Misconduct" means any violation of the policies or laws governing conduct at the applicant's previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as defined by the employer. For reference, below are UC's policies addressing some forms of misconduct:

• UC Sexual Violence and Sexual Harassment Policy
• UC Anti-Discrimination Policy
• Abusive Conduct in the Workplace