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DIR, ORGANIZATIONAL LEARNING

Job Title: DIR, ORGANIZATIONAL LEARNING
Job Code: 2047
FLSA: E
Job Level: 16
Revised Date: 11/01/2011
Job Family: JF 28

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Occupational Summary

The Director, Organizational Learning works directly with DCRI and DTMI executives to develop workforce learning strategies. The director champions cultivation and enhancement of a learning culture in DTMI and DCRI. The director also champions a common architecture (processes, standards and procedures) and curriculum that supports distributing accessible learning opportunities to learners when and where they need them. Manages shared learning facilities, a learning management system and associated staff. Develops strategic and operational partnerships across Duke Medicine and the university to advance workplace learning for clinical research faculty, administrative leadership, and operations and support functional group managers and staff. The Director ensures that all learning activities enhance the organization's ability to meet national and international compliance requirements and to advance the quality of DTMI's and DCRI's contributions to global health improvement.

Work Performed

Establishes strong working relationships with diverse contacts in Duke Medicine and the broader university Creates and Implements organizational learning plans for the DCRI and DTMI.

Serves as a partner to develop cutting edge learning strategies which advance workplace learning using a distributed learning model (learner controlled learning where and when needed available in a variety of modes).

Develops and manages budgets for the internal organizational learning function of the DCRI and DTMI.

Works with DTMI/DCRI executives to develop implement and champion a common architecture that supports workplace learning and works with those who provide distributed training and development.

Benchmarks implementation of best practices using American Society for Training and Development (ASTD) criteria developed across a variety of industries.

Benchmarks with other academic research organizations and CROs to identify, implement, and measure best practices in workplace learning

Implements strategies to move the organization from compliance to performance based learning Develops a model for matching organizational and functional group objectives with individual learners needs.

Develops centralized services that support distributed learning programs

Leads a multidisciplinary Organizational Learning Advisory Board that reviews classroom, virtual classroom, and e-learning content for design and educational effectiveness.

Scales e-learning products to meet the needs of distributed educators and trainers.

Utilizes data from the Learning Management System and other sources to identify learning gaps, and other trends.

Provides information to executives and those who plan and deliver workplace learning.

Manages staff that schedule training space, provide registration support, set-up and tear down, catering, parking and transportation logistics ensures that staff provide AV technical support for presenters.

Maintains shared learning space and upgrades spaces as needed to meet changing technological improvements.

Provides regular educational programs for distributed educators.

Hosts webinars, conference calls, and videoconferences with external groups, as needed.

Develops tools and resources to ensure that all workplace educators are competent in adult education principles, effective delivery and learning assessment strategies.

Provides avenues for training for those seeking to become certified educators or to maintain their certification.

Collaborates with Duke Learning and Development, The School of Nursing, the School of Medicine, OIT, DHTS, and CIT to improve workplace learning and leverage educational resources across entities.

Identifies economies of scale, cost-saving/cost avoidance strategies and reduces duplication of effort.

Tracks costs related to centralized curriculum development, vendor services and materials, event management, and web-based training.

Manages on a cost/unit model and continually looks for improvements to operational efficiency.

Hires, directs and supervises assigned staff including instructional designers, learning consultants, and learning administrative staff.

Builds a team of professionals who deliver the following centralized services: Instructional Design, Needs Assessment, evaluation/outcomes measurement project management, Technology-based Learning, Graphic and Video Services and conference/event management.

Adjusts staffing and skill mix based upon the needs of the organization Participates in professional and continued learning activities.

Shares articles and conference materials with colleagues.

Actively supports direct reports in continued learning activities.

Participates in or leads research efforts that will contribute to the existing body of workplace learning research and literature as applied to clinical research academic and commercial organizations.

Perform other related duties incidental to the work described herein.

The above statements describe the general nature and level of work being performed by individuals assigned to this classification. This is not intended to be an exhaustive list of all responsibilities and duties required of personnel so classified.

Required Qualifications at this Level

Education/Training

Master's Degree or higher level of education required.

Experience

Requires a minimum of ten years experience in training and/or education. Experience designing and delivering online and classroom training. FIve years experience in a managerial role. Experience with e-learning and management of learning facilities. OR AN EQUIVALENT COMBINATION OF RELEVANT EDUCATION AND/OR EXPERIENCE

Skills

N/A


The intent of this job description is to provide a representative and level of the types of duties and responsibilities that will be required of positions given this title and shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description.


Duke University is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.

Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas-an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.


Essential Physical Job Functions

Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.