<p>ABOUT SUBARU</p> <p>LOVE. It's what makes Subaru, Subaru. As a leading auto brand in the US, we strive to be More Than a Car Company. Subaru believes in being a positive force in the communities in which we live and work, not just with donations but with actions that set an example for others to follow. That's what we call our Subaru Love Promise.</p> <p>Subaru is a globally renowned automobile manufacturer known for its commitment to innovation, safety, and sustainability. With a rich history dating back to 1953, Subaru has consistently pushed the boundaries of automotive engineering to deliver vehicles that offer not only exceptional performance but also a unique blend of utility and adventure.</p> <p>Subaru's company culture is built on collaboration, diversity, and a shared passion for our product. We foster an inclusive environment that encourages employees to bring their unique perspectives and talents to the table. Our team members are driven by a common goal: to create exceptional vehicles that inspire and delight our customers.</p> <p>SUMMARY</p> <p>Partners with Human Resources Business Partners (HRBPs) and consults with internal clients at Subaru of America (SOA) to diagnose business needs, determine ideal outcomes, recommend solutions, and develop robust learning and talent strategies that change behavior. Designs, develops, implements, maintains, and evaluates talent solutions that deliver business results. Designs and implements actionable solutions aligned to the Subaru HR Strategy.</p> <p>PRIMARY RESPONSIBILITIES</p> <ul> <li>Partners with Human Resources Business Partners (HRBPs) and with internal clients to identify talent needs across the organization including succession planning, coaching needs and performance cycle support. Partners with stakeholders to identify talent issues, determine root cause, and define ideal outcomes that deliver business results. Recommends solutions that build talent capability and/or change behavior. </li><li>Partners with internal and external resources as needed to provide necessary consultation on the development of the learning and talent solution(s). Ensures that resources have all necessary information and works with them day-to-day, from the initial discussions regarding learning solution design to the maintenance of these solutions to ensure that they are continuing to function as intended. </li><li>Conducts comprehensive needs assessments (job analysis/gap analysis) for a business unit as needed, shares findings, and makes recommendations based on those findings. Works closely with stakeholders as well as Talent Management and Learning colleagues to source and refine options. </li><li>Identifies solutions on build vs. buy decisions, ensuring alignment with existing content and cost-effective solutions. Gains alignment from internal stakeholders on the best solution for the business. </li><li>Facilitates programs in multiple formats to include Instructor-Led Training (ILT) and Virtual Instructor-Led Training (VILT) formats. </li><li>Evaluates data to determine what additional talent solutions are needed to support the organization and uses that data to design, develop, and implement new learning and talent initiatives, as well as enhancements to existing programs. </li><li>Creates the tools, systems, processes, and capabilities within the organization to drive talent management and leadership development activities such as succession, talent review, and performance cycles. </li><li>Function as a contact for all things Herrmann Brain Dominance Instrument (HBDI), supporting team development and communication. </li></ul> <p>ADDITIONAL RESPONSIBILITIES</p> <ul> <li>Builds strong relationships with the HRBPs and internal clients as a trusted advisor. </li><li>Creates and utilizes templates and reference guides to support our different talent processes such as calibration, talent review, performance cycles, etc. </li><li>When creating solutions, partners with the Instructional Design & Learning Specialist and any key internal or external stakeholders to create detailed design documents that outline the instructional approach, objectives, detailed course plan/storyboard, implementation, and evaluation strategies and reviews learning solutions at critical points throughout the development lifecycle to ensure alignment, consistency, and quality (Alpha, Beta, Gold). </li><li>Serves as a primary point of contact with external suppliers on the design, development, implementation, and evaluation of learning solutions. Acts as a liaison between internal stakeholders and external vendors to ensure quality deliverables that will produce positive business outcomes. </li><li>Maintains a portfolio that (1) focuses on creating 'real' and 'curated' learning, (2) develops Director Capability, (3) customizes efforts according to talent segments, (4) aligns with workforce planning to anticipate changing learning needs, and (5) makes smart learning investments. </li></ul> <p>QUALIFICATIONS</p> <ul> <li>Expertise in adult learning principles including learning needs analysis, instructional design methodology, and measuring return on investment (ROI) of talent and learning solutions. </li><li>Strong background in instructional design and development and a learner-centric mindset. </li></ul> <p>Experience designing, developing, and project managing learning solutions in multiple modalities that satisfy the needs of a diverse set of learners (to include ILT [Instructor-Led Training], eLearning, VILT [Virtual Instructor-Led Training], webinars, interactive modules, video, performance support, etc.).</p> <ul> <li>Ability to support the coordination of the annual performance cycle by providing guidance for goal setting, mid-year, and year-end reviews. </li><li>Ability to keep information confidential. </li><li>Strong business acumen. Ability to learn the Subaru strategy and industry trends. </li><li>Ability to effectively communicate with all levels across the organization. </li><li>Broad experience within Talent Management outside of learning preferred. </li><li>Certifications in Adult Learning, Leadership Development, Succession, and Coaching preferred. </li></ul> <p>EDUCATION/EXPERIENCE</p> <ul> <li>BA/BS or HS Diploma and equivalent experience in lieu of degree required </li><li>At least 6 to 8 years of relevant experience </li></ul> <p>COMPENSATION: The recruiting base salary range for this full-time position is $83800 - $110000 / year. Within the range, individual pay is determined by factors, including job-related skills, experience, and relevant education or training. Additionally, this role is bonus-eligible, with a target bonus percentage that provides an opportunity to earn even more based on your performance. (Internal Job Grade: P3 / Exempt)</p> <p>TRAVEL REQUIREMENTS: Domestic 15%</p> <p>WHY JOIN US? In addition to competitive salary, Subaru offers an amazing benefits package that includes:</p> <p>Total Rewards & Benefits:</p> <ul> <li>Medical, Dental, Vision Plans </li><li>Pension, Profit Sharing, and 401K Match Offerings </li><li>15 Vacation days, 5 Floating Holidays, and 5 Sick days; and 9 Company Holidays </li><li>Tuition Reimbursement Program: $15,000 yearly benefit </li><li>Vehicle Discount Programs </li><li>Visit our Careers landing page for additional information about our compensation and benefit programs at https://www.subaru.com/careers </li></ul> <p>Learning & Development:</p> <ul> <li>Professional growth and development opportunities </li><li>Direct partnership with senior leadership </li><li>Formal Mentorship Program </li><li>LinkedIn Learning License </li></ul>