Location: Remote (open to remote work out of Chicagoland, Greater Atlanta, Greater Milwaukee and the Greater Dallas Area, will only be considering candidates from these locations at this time)

Opportunity

The Director of Learning & Development for Plant Operations leads skills training for manufacturing employees at Kohler's plants worldwide. This role analyzes plant skills needs, designs impactful training strategies, builds stakeholder commitment, and develops deployment roadmaps. You will partner with the Kohler Talent Academy and business leaders to prioritize needs and effectively deploy training. By ensuring plant associates and leaders have relevant, effective learning opportunities, you will contribute to professional growth and enhanced plant performance. The focus is delivering great plant training experiences that build Global Operations' strategic capabilities. Through collaborative partnerships to develop, launch and govern training implementations across all sites, this role helps Kohler plants globally develop the skills for success.

Specific Responsibilities

• Create the learning product strategy and collaborate with HR (Plant) Leaders, Plant Managers and Supply Chain leadership to gather and prioritize the product backlog, align learning initiatives with business objectives, and ensure the learning content meets the specific needs of plant employees. Establish strong partnerships to enhance the effectiveness and relevance of the skills-based learning initiatives. Ensure alignment of learning product strategy with overall Kohler Learning mission, vision and roadmap.
• Create skills-based learning experiences for plant employees that aligns with the identified skill needs. This involves a broad and innovative set of learning methods, such as instructor-led training, job aids, videos, or digital learning modules, etc. to enhance the skill development and performance of plant employees.
• Partner across the Kohler Talent Academy, HRBPs and business teams (where applicable) to ensure effective delivery of the skills-based learning experience. This includes coordinating training sessions, monitoring the effectiveness of the content delivery methods, and making necessary adjustments to improve learner engagement and outcomes.
• Embed evaluation mechanisms to measure the effectiveness and impact of the skills-based learning content. Collect feedback from plant employees, HR (Plant) leaders, and other stakeholders to identify additional/changing plant skills requirements, areas for improvement and make iterative enhancements to the learning materials.
• Leverage learning technology platforms and tools to enhance the delivery and accessibility of the skills-based learning content. Partner with KTA team to stay updated on the latest learning technologies and tools and identify opportunities to integrate them into instructional design and delivery.
• Continuously assess and improve the plant skills-based learning content to ensure its relevance, accuracy, and effectiveness. Stay updated on industry trends and best practices in skills development and incorporate innovative approaches into the learning materials.
• Engage and collaborate with key stakeholders, including plant managers, HR (Plant) leaders, and Enterprise and Supply Chain leadership, to understand their requirements, gain support, and ensure the alignment of skill learning initiatives with organizational goals. Effectively communicate the value and impact of skills-based learning content.