Who We Are
AuditBoard is a high-growth SaaS company in the financial technology space that is transforming the way organizations manage critical risk, audit and compliance initiatives. We believe in empowering enterprises to manage and control risk so that their businesses are able to thrive.
Designed by former chief audit executives, our enterprise cloud platform is purpose-built to automate and streamline activities in ways that align with how our thousands of users think and act daily. Clients range from pre-IPO organizations to Fortune 500 companies, including leading organizations such as WeWork, Activision Publishing, Lions Gate Entertainment Corp., TripAdvisor, Arthur J. Gallagher & Co. and Cox Communications, among many others.
What We Are Looking For
As the Manager / Senior Manager of Learning Development at AuditBoard, you are the key enabler of what is truly our biggest asset: our people. You are thoughtful in developing a programmatic, targeted, and scalable approach to growing and developing our people through various stages of their career and job development: from onboarding through ongoing growth of depth of skillset as well as vertical growth; whether an individual contributor path or manager path. You are an excellent facilitator and communicator who can engage a wide variety of diverse backgrounds within our employee population; making learning and growth exciting and engaging. You are results-oriented and measure the impact of your learning programs overtime not only for the individuals but also for the broader business. You have a diverse learning programs background, from live facilitator led programs to developing scalable online programs and a mix of blended learning to make the right impact in the most effective and efficient way. You are an effective business partner to both leaders and employees in their development journey; by leading by example to also roll up your sleeves to get stuff done. You operate well in a fast-paced environment with a lot of ambiguity, which you can quickly parse out and create clarity from.
Own the employee learning & development journey from onboarding through ongoing development of an employees growth throughout the company.
In partnership with the Head of People, complete a 360 assessment and strategy (goals, 12 month road-map, and budget) for Learning & Development needs at AuditBoard to successfully enable the development and growth of our employees to support overall business success.
Own employee onboarding / orientation for the company; assess needs, and implement a comprehensive company onboarding orientation that enables employee success quickly and impact-fully.
Develop and implement a framework for job specific training, post company orientation, and partner with department leaders on implementation and ongoing improvement.
Develop and implement a leadership development program (for both ICs and Managers); and in partnership with Head of People, an executive development program to promote the growth of our leadership team.
Conduct baseline skills assessments as needed to develop targeted learning programs for employees as needed (pre-post courses).
Deploy mixed-mode learning programs and facilitate engaging learning programs.
Partner effectively with other business unit leaders/managers to consult on (and in some cases, develop) custom learning programs for department specific needs.
Continuously evaluate the impact and effectiveness of learning programs (e.g. performance feedback and trends); communicate regularly to management and continuously work to improve. Maintain a regular dashboard on the impact of learning programs.
Collaborate with other leaders in People Operations to continuously align and support employee growth through a holistic approach (e.g. performance management, trends from employee relations/HR, trends from outside industry)
Stay up to date on and serve as an expert in employee development industry best practices and continuously integrate them into the work we do for best-in-class learning programs in industry.
Evaluate scalable learning tools and implement them to promote efficiency and scale as well as seamless integration with other people programs.
Define what learning culture we want to have in line with broader company values and culture; ensure all learning programs consistently promote and reinforce company culture. Collaborate with other leaders within People Operations and the broader Executive team at the AuditBoard on further promoting and implementing such programs.
Partner with other People Ops leaders on change management programs as needed.
Serve as a key part of the People Operations department leadership team and collaborate with other leaders internally to ensure a holistic HR strategy that fits into the broader People Operations strategy and AuditBoard vision.
Bachelors degree in a related field required; advanced degree preferred
At least 5 years of experience in Learning & Development required; with additional experience in other disciplines in HR preferred.
Experience in a fast-paced start-up / hypergrowth environment. Experience scaling a company from 200-800 preferred; Tech / software start-up specific experience is a plus.
Demonstrated track record of implementing successful learning and development programs: manager/leadership development, product / technical training and development, and professional development. Experience in executive coaching and learning programs, a plus.
Certification in at least 3 reputable leadership development programs (e.g. DiSC)
Excellent communication and facilitation skills.
Demonstrated track record with scalable online learning; as well as other blended learning programs.
Demonstrated track record with learning programs as a part of change management. Experience with organizational development (OD) a plus.
Experience working with 3rd party expert facilitators on learning programs.
Experience with LMS implementations, a plus.