Reporting directly to the SVP, HR Org & Talent Development, uses specialized knowledge and skills obtained through education and experience to build, analyze, and continuously improve learning & development infrastructure across all business units of Raymond James Financial. Creates, directs and manages the strategy and execution of learning and development processes across the organization that includes: key talent/high-potential development, leadership development, change management, strategic planning, learning and associate development. Leads projects, programs & processes with significant cross-functional business impact. Provides comprehensive solutions and escalates problems (when appropriate). Extensive contact with senior management, external clients, and vendors is required to identify research and resolve complex issues and provide comprehensive solutions to challenges and changing regulatory requirements and organizational development structures. Consults and coaches leaders on talent development and learning practices.

• This position will drive sustainable business results consistent with the achievement of the firm’s long-term strategic goals through:
  

• Develops a learning & development philosophy and strategy for the organization and ensures implementation and measurement of objectives.
  

• Ensures that development strategies are designed to achieve business goals and ultimately leads to stronger capabilities of all associates and a deeper talent bench for Raymond James Financial
  

• Drive the continued transition to, and then sustaining, a performance-based culture that values and enables continuous learning.
  

• Enhance the caliber of leadership at all levels of the organization through development initiatives and coaching.
  

• Influences change at the top levels of the organization, gaining stakeholder support, developing process, and leading organizational change.
  

• Evaluates and develops leadership development strategies, initiatives, and programs. Coaches and mentors subordinates and identifies training needs and approves development plans.
  

• Build strategic partnerships with Education team embedded in various business units
  

• Oversees team that designs and delivers solutions and implements highly effective, results-driven learning and development strategies.
  

• Builds a team of highly engaged learning and development professionals through frequent coaching and feedback.
  

• Performs human resource management activities, including identifying performance problems and approving recommendations for remedial action; evaluating performance; and interviewing and selecting staff.
  

• Partners with line and corporate leadership to identify and develop learning and development strategies, identify gaps, and plan processes to support business initiatives.

• Financial Services Industry highly preferred.
  

• Learning & Development solutions (e.g., adult learning principles, coaching, 360 feedback, development plan creation, competency design, development program design).
  

• Learning Management Solutions implementation and management
  

• Learning and Development measurement
  

• Talent Management processes
  

• Project management and business process methodologies, tools and practices.
  

• Strategic planning processes and tools and methodologies for strategy formulation.
  

• Facilitation and presentation skills
  

• Negotiation and Influencing techniques.
  

• Legal requirements and federal and state regulations related to human resources management.

• Aligning strategic and operational needs with learning & development solutions and linking initiatives to drive business results.
  

• Managing the delivery of learning and development solutions through a mix of internal, contract and third-party outsourced resources
  

• Development planning, including career and organizational development and effective communication techniques
  

• Influencing others, through relationship development, clarity of communication, etc. for the purpose of accomplishing work objectives
  

• Instructional design methodologies (both in-class room, virtual classroom and on-line)
  

• Managing the development and planning of large scale organizational effectiveness initiatives and managing projects from inception to implementation.
  

• Group facilitation tactics
  

• Coaching and providing training for business partners and line managers
  

• Measuring the impact of learning solutions using accepted models (such as Kirkpatrick)
  

• Balances team and individual responsibilities
  

• Organizational and time management

• Think conceptually and strategically, while maintaining a cost-conscious and practical approach to using time and resources.
  

• Maintain confidences, use sound judgment and exercise discretion to ensure integrity of talent processes.
  

• Solve complex problems and model the business and financial impact of proposed scenarios.
  

• Resolve complex analytical challenges, independently analyze information; and make recommendations based on analysis.
  

• Collect and analyze appropriate data relating to all learning and development functions.
  

• Ascertain what changes will have significant impact and aggressively pursue them.
  

• Analyze complex issues to determine root causes and implement innovative solutions.
  

• Import and export good ideas through continuous research of the industry.
  

• Collaborate and influence at all levels of the organization.
  

• Lead change across the organization.
  

• Demonstrate excellent business acumen.
  

• Interpersonal skills necessary to deal effectively with a diverse group
  

• Exceptional verbal, written, and interpersonal skills.

• Bachelor’s degree in Business, Human Resources, Organization Development and a minimum of 10 (ten) to 12 (twelve) years of professional HR experience with a focus in talent development & learning including 7 years in leadership experience.

• None required.

Travel Required:

If local to St. Petersburg/Tampa – Hybrid – 10% Travel

If remote – 50% travel