The Manager of People Manager Upskilling Programs will lead the learning experience design, implementation, and continuous improvement of manager development programs globally that build critical manager capabilities across WD (Western Digital.) This person will drive upskilling initiatives that enable first-line and mid-level managers to effectively lead self, lead teams, and execute business strategy while fostering a high-performance culture.
In this role, you’ll collaborate with Human Resources and all of WD’s key business functional leaders, to ensure the People Manager Learning programs are engaging, inclusive, and aligned with organizational goals.
Success in this role requires a balance of designing and executing impactful learning experiences that drive behavior change, operational excellence to scale programs, stakeholder engagement, and continuous improvement.
Key Responsibilities
Learning Program Strategy & Design
- Design “in the flow of work life” learning experiences that fit with WD’s diverse audience needs and include Change Management and Resiliency thinking into all management programs
- Develop comprehensive people manager training curriculum covering core competencies in alignment to WD’s desired business outcomes. Fundamental needs may be but aren’t limited to: shifting from doing the work to enabling and coaching others, delegation, prioritization and goal setting, giving and receiving feedback, recognizing quality performance, having difficult conversations that drive performance improvement and increase motivation, and managing a multi-generational workforce.
- Create blended and scalable learning pathways and programs for new managers, experienced managers, and high-potential leaders that meet the needs and demands of our vast managerial audiences.
- Align programs with WD's strategic priorities, overall leadership skills framework, cultural values, and business objectives.
- Gather audience needs and feedback on current state and align to business outcomes and data insights to refine content and continuously evolve.
- Pilot innovative learning technologies and development tools to create programs that have a measurable impact on changing behavior yet can quickly be created and delivered.
- Willingness and flexibility to travel as needed
Program Execution & Operations
- Manage end-to-end program execution including scheduling, facilitator coordination, participant communications, and logistics – both virtual and in-person programs.
- Deliver select training sessions; certify and manage internal/external facilitators and content developers.
- Implement blended learning and change management approaches (virtual, in-person, self-paced, cohort-based community learning, spatial reinforcement techniques, and so on.)
- Track program metrics: completion rates, satisfaction scores, behavior change, business impact
- Partner with HR Business Partners, Talent Development and Inclusion, other HR teams, and functional business leaders across all WDC sites, to identify skill gaps, behavioral change needs, and involve them in designing solutions.
- Collaborate with Diversity & Inclusion teams to embed inclusive leadership practices.
- Align with Performance Management and Succession Planning processes.
Stakeholder Partnership
- Partner with HR Business Partners, Talent Development and Inclusion, other HR teams, and functional business leaders across all WDC sites, to identify skill gaps, behavioral change needs, and involve them in designing solutions.
- Collaborate with Diversity & Inclusion teams to embed inclusive leadership practices.
- Align with Performance Management and Succession Planning processes.
