Enerplus Corporation
Learning and Development Lead
Enerplus Corporation, Houston, Texas, United States, 77246
Position SummaryThe ideal candidate will be an experienced, dynamic and innovative Learning and Development (L&D) Lead with experience designing, implementing, and managing a comprehensive learning and development strategy. This role will be responsible for identifying skills gaps, creating targeted learning pathways, and ensuring that employees have access to ongoing professional development opportunities. The ideal candidate will be adept at aligning L&D initiatives with organizational goals, fostering a culture of continuous learning, and enhancing employee engagement. Strategic ability to develop and strengthen our L&D initiatives is as important as being able to show results through KPIs, productivity, and engagement scores. The successful candidate must have the ability to interact with a wide range of employees at different levels of the organization in a fast-paced environment. The candidate should be adaptable, flexible, proactive, resourceful, efficient, and have a proven track record of projecting and maintaining an L&D budget. A high level of professionalism, confidentiality, and judgment is crucial to this role. Expert level written and verbal communication skills, strong decision-making ability, and attention to detail are equally important. This position will report to the HR Director and is located in downtown Houston, TX, Williston, ND or Watford City, ND. Hybrid work schedule is an option for remote work on Mondays and Fridays.
Essential Job Functions
Develop Learning & Development Strategy - Design and implement a company-wide L&D strategy that supports organizational goals, employee development, and career growth. Develop and deliver a variety of training programs including e-learning modules, workshops, coaching sessions, and seminars tailored to various employee needs.
Learning Pathway Development - Create and maintain structured learning pathways for different roles, departments, and levels within the organization, ensuring a logical progression for employee skills development.
Needs Assessment - Conduct regular skills gap analyses and training needs assessments by collaborating with department heads, HR teams, and employees to identify development opportunities.
Content Curation and Creation - Develop engaging and effective learning content, including multimedia resources, guides, assessments, and practical exercises. Leverage external resources and platforms where necessary.
Learning Technology Management - Oversee the implementation and optimization of learning management systems (LMS) to track progress, manage content, and assess outcomes.
Program Implementation - Lead the end-to-end rollout of learning programs and initiatives, ensuring smooth execution and high participation rates.
Performance Measurement - Establish KPIs and metrics to measure the success of learning initiatives. Use feedback, assessments, and data to continuously improve learning outcomes.
Coaching and Mentoring - Provide coaching and mentoring support to employees and managers to help them apply their learning effectively on the job.
Collaboration - Work closely with cross-functional teams including HR, department managers, and external vendors to align training programs with business needs and industry trends.
Compliance and Certification - Ensure all training programs meet regulatory and compliance requirements, and track employee certifications where applicable.
This job description is not intended to be an all-inclusive list of duties and responsibilities of the position. Incumbents will be required to follow any other job-related instructions and duties outside of their normal responsibilities as assigned by their supervisor.
Minimum Qualifications
Bachelor’s degree in Human Resources, Education, Organizational Development, or a related field.
8 years of experience in learning and development, talent management, or a related role.
Proven experience in designing and implementing successful learning pathways and programs.
Proficiency with Learning Management Systems (LMS) and e-learning platforms.
Excellent interpersonal and communication skills, with the ability to influence stakeholders at all levels.
Analytical mindset with the ability to measure learning outcomes and adapt programs based on data.
Strong project management skills with the ability to manage multiple initiatives concurrently.
Ability to work in a fast-paced and fluid environment; flexible with the demands of a growing company.
Ability to meet deadlines.
Physical Requirements and Working Conditions: Must possess mobility to work in a standard office setting and to use standard office equipment, including a computer, stamina to maintain attention to detail despite interruptions, strength to lift and carry files weighing up to 10 pounds; vision to read printed materials and a computer screen, and hearing and speech to communicate in person and over the telephone.
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Preferred Qualifications
Certification in Learning & Development, Instructional Design, or a related field.
Experience with leadership development programs or talent management strategies.
Familiarity with change management and organizational behavior concepts.
EEO StatementChord Energy does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.
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Essential Job Functions
Develop Learning & Development Strategy - Design and implement a company-wide L&D strategy that supports organizational goals, employee development, and career growth. Develop and deliver a variety of training programs including e-learning modules, workshops, coaching sessions, and seminars tailored to various employee needs.
Learning Pathway Development - Create and maintain structured learning pathways for different roles, departments, and levels within the organization, ensuring a logical progression for employee skills development.
Needs Assessment - Conduct regular skills gap analyses and training needs assessments by collaborating with department heads, HR teams, and employees to identify development opportunities.
Content Curation and Creation - Develop engaging and effective learning content, including multimedia resources, guides, assessments, and practical exercises. Leverage external resources and platforms where necessary.
Learning Technology Management - Oversee the implementation and optimization of learning management systems (LMS) to track progress, manage content, and assess outcomes.
Program Implementation - Lead the end-to-end rollout of learning programs and initiatives, ensuring smooth execution and high participation rates.
Performance Measurement - Establish KPIs and metrics to measure the success of learning initiatives. Use feedback, assessments, and data to continuously improve learning outcomes.
Coaching and Mentoring - Provide coaching and mentoring support to employees and managers to help them apply their learning effectively on the job.
Collaboration - Work closely with cross-functional teams including HR, department managers, and external vendors to align training programs with business needs and industry trends.
Compliance and Certification - Ensure all training programs meet regulatory and compliance requirements, and track employee certifications where applicable.
This job description is not intended to be an all-inclusive list of duties and responsibilities of the position. Incumbents will be required to follow any other job-related instructions and duties outside of their normal responsibilities as assigned by their supervisor.
Minimum Qualifications
Bachelor’s degree in Human Resources, Education, Organizational Development, or a related field.
8 years of experience in learning and development, talent management, or a related role.
Proven experience in designing and implementing successful learning pathways and programs.
Proficiency with Learning Management Systems (LMS) and e-learning platforms.
Excellent interpersonal and communication skills, with the ability to influence stakeholders at all levels.
Analytical mindset with the ability to measure learning outcomes and adapt programs based on data.
Strong project management skills with the ability to manage multiple initiatives concurrently.
Ability to work in a fast-paced and fluid environment; flexible with the demands of a growing company.
Ability to meet deadlines.
Physical Requirements and Working Conditions: Must possess mobility to work in a standard office setting and to use standard office equipment, including a computer, stamina to maintain attention to detail despite interruptions, strength to lift and carry files weighing up to 10 pounds; vision to read printed materials and a computer screen, and hearing and speech to communicate in person and over the telephone.
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Preferred Qualifications
Certification in Learning & Development, Instructional Design, or a related field.
Experience with leadership development programs or talent management strategies.
Familiarity with change management and organizational behavior concepts.
EEO StatementChord Energy does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.
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