Accountable for the design, development and implementation of home office leader development programming and experiences from new leader to executive leadership, including development of high potential talent, to enable leaders to achieve success in their current leadership role and prepare them for advancement to higher levels of leadership in the future.
Primary Duties & Responsibilities:
Designing, development and testing of leadership program initiatives in support of broader field leadership strategy. Programs to include live, virtual and self-paced learning.
Ensures coordination of large-scale leader development programs including partnering with field learning and development and events to ensure programming, logistics and coordination are aligned with program objectives as defined by role.
Ensures all leadership programs support and align to our NM strategy and leadership behavior model.
Maintain, evolve and teach NM's leadership model, enlisting leaders to develop and then coach/role model the needed capabilities to realize vision.
Facilitates collaborative process with home office stakeholders, subject matter experts, target audience members, and leaders to identify critical outcomes and measurement strategy.
Conceptualizes, storyboards and gains agreement on the big picture of the program and how leaders will benefit personally, professionally as well as their businesses.
Documents instructional strategy and curriculum components required to achieve desired outcomes, including performance support strategies.
Develops and/or sources content and facilitates reuse between formal learning and performance support on-the-job.
Works across Career Distribution to ensure effective implementation of leader development programs. Advance leadership programs to align to competencies and growth goals.
Establishes leadership metrics and leverages them to report business results and secure support to further develop and evolve leadership programs to ensure relevance and contemporary learning experiences.
Leverages retention tools to further support leadership development.
Keeps abreast of industry-wide innovations and thought leaders.
Mentors, advises, informs and consults members of Distribution Performance teams on expectations of leadership development programming including their roles in reinforcing content and programming.
Manage vendor relationships with outside vendors supporting field leadership development.
Qualifications:
Bachelor's degree in Business Administration or related field, or an equivalent combination of education and work experience.
Minimum of 5 years professional experience with 3+ years in leadership development or other related HR field.
Demonstrated ability to identify or anticipate future trends and appropriately within NM.
Ability to create, innovate, consult, market, and implement.
Excellent facilitation experience to include integrating staff from various functions, leading and influencing others who are not under direct control.
A demonstrated high level of consulting, influencing and decision-making skills including extensive experience in consulting methods, tools and technologies focused on leadership talent management.
Demonstrated ability to take an idea from conception to successful and sustainable execution including leading all phases of project or program development, design, implementation including ongoing delivery management.
Strong organizational and project management skills with an ability to lead, manage, and collaborate in multiple and diverse projects.
Strong communication skills (oral and written) with an ability to provide individual and group feedback, make presentations and create written reports.
Strong interpersonal skills with demonstrated ability to establish rapport at all levels of the Home Office and Field, as well as external audiences.
High degree of self-motivation with leadership and initiative in sharing information, contributing towards group goals, and accepting responsibility for results.
Compensation Range:
Pay Range - Start:
$84,350.00Pay Range - End:
$156,650.00Geographic Specific Pay Structure:
Structure 110:
Structure 115:
We believe in fairness and transparency. It’s why we share the salary range for most of our roles. However, final salaries are based on a number of factors, including the skills and experience of the candidate; the current market; location of the candidate; and other factors uncovered in the hiring process. The standard pay structure is listed but if you’re living in California, New York City or other eligible location, geographic specific pay structures, compensation and benefits could be applicable, click here to learn more.
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Northwestern Mutual is an equal opportunity employer who welcomes and encourages diversity in the workforce. We are committed to creating and maintaining an environment in which each employee can contribute creative ideas, seek challenges, assume leadership and continue to focus on meeting and exceeding business and personal objectives.