Learning Consultant

Learning Consultant

JOB SUMMARY:

Integral part of the change management team working closely with VUMC finance and departmental customers on the implementation of core financial systems, policy, and procedures as well as on-going financial education programs. Consults with customers to determine the most appropriate and effective solutions to address team, organization, role-specific performance improvement and/or engagement under occasional guidance. Uses probing questions to determine root cause of issue or need for team building, organizational development, engagement, or learning. Able to assess, design, develop, deliver, implement and evaluate workplace learning or engagement independently.

KEY RESPONSIBILITIES:

• Consults with customers to determine appropriate solutions for business need.
• Conducts needs analysis to determine performance/engagement objectives.
• Uses information obtained in analysis to create program or solution that meets the need of customer.
• Implements solution or program based on appropriate design.
• Reviews, evaluates and reports program or solution effectiveness.
• May provide direction to those in supportive roles within the department.
• Focuses in one or more of the following areas: Learning Design, Learning Development, Learning Technology, Classroom and Virtual Facilitation, Learning Evaluation and Measurement, and/or Workforce and Cultural Engagement.
• The responsibilities listed are a general overview of the position and additional duties may be assigned.

TECHNICAL CAPABILITIES:

CONSULTING (INTERMEDIATE): - The capability, normally based on a specific expertise, to influence others, manage the relationship and deliver results for a client in a professional manner.

TRAINING NEEDS ANALYSIS (INTERMEDIATE): - A process of collecting information about a proposed learning program. A needs analysis addresses the following issues: restating the request, stating the business need, identifying the performance gap, conducting a task analysis, describing the learners, describing the learning environment, and identifying the project constraints.

ADULT LEARNING THEORY (INTERMEDIATE): - Knowledge of the principles and practices of providing instruction to the adult learner. Able to focus adult learning goals and the ability to direct their own learning.

INSTRUCTIONAL DESIGN (INTERMEDIATE): - The systematic development of specifications using learning and instructional theory to ensure the quality of instruction.

CORE ACCOUNTABILITIES:

• Organizational Impact: Executes job responsibilities with the understanding of how output would affect and impact other areas related to own job area/team with occasional guidance.
• Problem Solving/ Complexity of work: Analyzes moderately complex problems using technical experience and judgment.
• Breadth of Knowledge: Has expanded knowledge gained through experience within a professional area.
• Team Interaction: Provides informal guidance and support to team members.