Basic Qualifications

Bachelor's degree from an accredited universityMinimum of 3 years in learning, development and training.

Preferred Qualifications

Experience in L&D in a manufacturing setting.

 

HOWMET AEROSPACE  is a leading global provider of advanced engineered solutions for the aerospace and transportation industries. The Company’s primary businesses focus on jet engine components, aerospace fastening systems and titanium structural parts necessary for mission-critical performance and efficiency in aerospace and defense applications, as well as forged wheels for commercial transportation. Howmet Aerospace is transforming the next phase of more fuel-efficient, quieter aerospace engines and sustainable ground transportation. For more information, visit www.howmet.com. Follow @howmet: Twitter, Instagram, Facebook, LinkedIn and YouTube. 

Responsibilities

Develop Whitehall campus employees through design, development and facilitation of high-quality learning and development programs.  Ensures employees complete corporate training. Creates Learning & Development communications (Intranet, e-mail, and learning brochure).  Partner with campus leaders to understand business needs and identify/develop/schedule learning and development solutions, conduct needs assessment, facilitate learning and development activities. Works with leaders and employees to create robust development plans to help fill our succession pipelines.Provide guidance and coaching to managers and leadership in talent reviews to help set teams up for success.Supports Performance Management cycle with employees and managers to ensure all phases are complete and helps with systems issues when needed.Work with leaders to drive improvement in engagement for the campus.Manages tracking of training for the Whitehall Campus including training on the system, creating events and online classes, and input/testing/design of new features.  Draft and submit applications and proposals to obtain training grants through government and foundations.  Manage our ‘Center for Change’ facility to accommodate all learning and meeting needs.

 Roles 

Enterprise developer--elevates campus capability through development; improves likelihood of successful execution against hoshin objectives through targeted initiatives; creates success pathways for individuals and the organization; gains satisfaction from the success of othersAdvisor and coach--provides expert guidance; enables and develops those who enable and develop others; provides direct counsel and feedback; contributes ideas and perspectives to business leaders regarding enterprise capability and talent initiatives and concepts; acts as a strategic partnerRelationship and communication--interacts with a wide variety of stakeholders; facilitates communication and information exchange between stakeholders; guides and directs as needed; creates an environment of trust and confidentialityOrganization and structure--detail and follow through oriented; serves as primary owner and educator for talent related systems and processes; coordinates development efforts and manages internal and external providers; creates sustainability and scalability for a growing campus; operationalizes hoshin through a talent lensArchitect--stays abreast of industry and workplace innovations; anticipates individual, group and campus needs and constructs or procures to meet those needs; builds before needs become pain pointsEvaluation--monitors individual and campus response to development efforts; measures effectiveness; presents data and outcomes; calibrates measurement across the campusBusiness awareness--knows the business; prioritizes business outcomes when designing or evaluating options for development; can explain what we invest in and why from a business perspective; proactive to discover what happens in various plants and throughout the campus; initiates contact with other business leadersInfluence--persuades without direct reporting authority; makes a strong business case; presents evidence and data logically; broadens perspective of others; gains commitment and buy in for initiatives at scale; advocates for initiatives and resources needed to support them; trains internal champions; accomplishes objectives both indirectly through the HR function and directly through plant leaders