The Design & Program Manager, Workplace Experience (WX ) Learning (Leaders & Teams) is accountable to plan, design, develop, consult on, and then execute leadership and team learning strategies, programs and initiatives, specifically designed for leaders and teams who are transitioning to transformed workplaces / campuses, and are adopting new work practices.
Three identical Design & Program Manager roles will exist : one in the US to support the campuses in Milwaukee and Chicago, and two in Toronto to support numerous Canadian initiatives.
These 3 roles will work closely together, and with their manager & director in the parent’ Strategic Initiatives & Leadership group, in order to design and implement a growing catalogue of micro-
learning experiences which can be tailored & delivered to leaders & teams, while they are at work in their home-campus locations.
The Design & Program Manager will consult with the target business leaders and teams to identify needs and opportunities, research subject matter, build the overall learning architecture, design the experiences, and then select, customize and make arrangements to deliver the best in work’ micro-
learning for leaders and their teams who are transitioning to transformed premises and practices.
In this role, the Design & Program Manager will :
Work collectively to research, design and tailor learning options targeted at leaders and teams
Consult with the business leaders and teams who are transitioning to WX workplace / practices
Manage all design and delivery details, logistics, plans and reports for, a growing catalogue of tailored WX-based learning and development experiences (including assessments, tools, workshops, simulations, and programs) to improve leadership capabilities, and team effectiveness, in the new workplace’.
The WX learning and development experiences for leaders and for teams will incorporate preparatory’ experiences before transition, and then multiple on campus / in work’ action-
learning micro-experiences that support leaders and teams once transition has occurred. The action learning’ micro-experiences will incorporate the learning of new WX skills while working, so that leaders and teams apply the new capabilities immediately to live’ issues and opportunities.
This role requires a unique combination of learning design expertise, organization development / consulting experience, and program / project management acumen (fulsome planning, complex logistics management, vendor relationship management, enterprise influence, audience support, etc.).
While located at their respective WX campus, all three Design & Program Managers will have a primary reporting relationship to the Toronto (IFL) based Senior Advisor, Emerging Capabilities and Leadership Learning within the Strategic Initiatives & Leadership Team in IFL / TI&L.
The two Canadian roles will be IFL-based but will also spend considerable time at downtown Toronto locations. In addition to building strong relationships with the leaders and teams whose learning they are supporting, they will also have extensive interactions / collaboration with their WX, HR and Corporate Real Estate (CRE) colleagues in the cities where they operate.
Design & Program Management
Build, recommend and implement a 2-3 year strategic roadmap for WX Learning & Development tools and experiences for their respective WX campus, in alignment with BMO WX strategy, including but not limited to :
Prepare and support the transition of leaders, and teams, to new workplaces and emergent practices through a catalogue of tailored learning experiences, events and interventions
Use innovative, action learning’ experiences and devices to help leaders and teams learn and apply new skills, WHILE working so that working & learning’ are an organic, integrated practice
Design, develop and implement multi-year WX programs and strategies (including frameworks, tools, processes and programs) to achieve business and TI&L goals in alignment with BMO strategy
Ensure the effective creation, execution and overall management of all WX leadership and team learning experiences at their respective WX campus, fully aligned to BMO Business and People strategies
Act as the internal expert for learning strategies for Leaders and Teams associated with WX by maintaining strong knowledge of industry and external best practice’ trends and initiatives
Lead and participate in key HR projects that impact leading and team effectiveness in a WX context
Grow and manage the WX practice, through multiple offers and interventions as well as targeted WX Learning Consultancy with Senior Leaders
Facilitate the ongoing education, communication and awareness of the policies, principles and standards necessary to support leadership and team learning for WX with stakeholder groups to ensure standardized and consistent application and implementation enterprise wide
Serve as the key point of contact about leadership and team learning for WX, with the WX Centre of Excellence (COE) and with the entire IFL, TI&L, HR, CRE and T&O colleagues who are involved in WX initiatives in their local campus
Partner with key stakeholders (IFL, WX COE, HR, CRE and T&O) as appropriate in the design, development and implementation of leadership and team learning for the new workplace
Provide policy and process interpretation to key stakeholders (HR Business Partners, other areas of HR, line managers) as required to achieve mandate
Risk Management & Control
Identify gaps / concerns and develop action plans to close and mitigate issues to ensure governance requirements are met (including any required attestations on an annual basis)
Monitor the effective management and implementation of WX learning policies, principles, processes and tools specifically for leaders and teams who transition to the new workplace, to ensure continued operational efficiency and to facilitate reliable and consistent outcomes across the enterprise
Ensure project issues and risks are identified, quantified, managed and tracked. Use past experience to proactively anticipate risk and develop appropriate mitigation strategies and plans
Ensure risks, assumptions and constraints are appropriately communicated and escalated when necessary
solicit feedback from employees about improvement opportunities and other changes that will add value to the business
coach and provide performance feedback to hold parties accountable for the outcomes they achieve and how they achieve them.