Love. It’s what makes Subaru, Subaru®. And as the seventh largest auto brand in the US, we strive to be More Than a Car Company®. Subaru believes in being a positive force in the communities in which we live and work, not just with donations but with actions that set an example for others to follow. That’s what we call our Subaru Love Promise®.

SUMMARY

Partners with Human Resources Business Partners (HRBPs) and consults with internal clients at Subaru of America (SOA) to diagnose business needs, determine ideal outcomes, recommend solutions, and develop robust learning strategies that change behavior. Designs, develops, implements, maintains, and evaluates learning solutions that deliver business results. Designs and implements actionable solutions aligned to the Subaru HR Strategy.

PRIMARY RESPONSIBILITIES

• Consults with Human Resources Business Partners (HRBPs) and with internal clients to identify talent needs across the organization. Partners with stakeholders to diagnose business issues, determine root cause, and define ideal outcomes that deliver business results. Recommends solutions that build talent capability and/or change behavior.
• Partners with internal and external resources as needed to provide necessary consultation on the development of the learning and talent solution(s). Ensures that resources have all necessary information and works with them day-to-day, from the initial discussions regarding learning solution design to the maintenance of these solutions to ensure that they are continuing to function as intended.
• Conducts comprehensive needs assessments (job analysis/gap analysis) for a business unit as needed, shares findings, and makes recommendations based on those findings. Works closely with stakeholders as well as Talent Management and Learning colleagues to source and refine options.
• Works with Manager to create and maintain learning strategies and oversee learning solutions throughout the lifecycle of the project. Executes all phases of the training design lifecycle. Partners with the business to analyze program effectiveness by reviewing program/training evaluation data.
• Identifies solutions on build vs. buy decisions, ensuring alignment with existing content. Gains alignment from internal stakeholders on the best solution for the business.
• Facilitates learning solutions in multiple formats to include Instructor-Led Training (ILT) and Virtual Instructor-Led Training (VILT) formats.
• Leads research, design, development (as appropriate), and implementation of new learning initiatives, as well as enhancements to existing learning programs.
• Creates the tools, systems, processes, and capabilities within the organization to drive talent management and leadership development activities.
  

ADDITIONAL RESPONSIBILITIES

• Builds strong relationships with the HRBPs and internal clients as a trusted advisor.
• Creates and utilizes templates to facilitate all phases of the training project lifecycle (including the learning strategy, high level and detailed design documents, evaluation templates, and project tracking worksheet) that facilitate the development of high-quality learning deliverables.
• When creating content internally, partners with the Instructional Design & Learning Specialist to create high level/detailed design documents, as necessary, that outline the instructional approach, objectives, detailed course plan/storyboard, implementation, and evaluation strategies and reviews learning solutions at critical points throughout the development lifecycle to ensure alignment, consistency, and quality (Alpha, Beta, Gold).
• Supports and guides projects with external suppliers on the design, development, implementation, and evaluation of learning solutions. Acts as a liaison between internal stakeholders and external vendors to ensure quality deliverables that will produce positive business outcomes.
• Maintains a portfolio that (1) focuses on creating ‘real’ and ‘curated’ learning, (2) develops Manager Capability, (3) customizes efforts according to talent segments, (4) aligns with workforce planning to anticipate changing learning needs, and (5) makes smart learning investments.
  

REQUIRED SKILLS AND ABILITIES

• Expertise in adult learning principles and learning needs analysis.
• Strong background in instructional design and development and a learner-centric mindset.
• Experience designing and developing learning solutions in multiple modalities that satisfy the needs of a diverse set of learners (to include ILT, eLearning, VILT, webinars, interactive modules, video, performance support, etc.).
• Experience with learning measurement and ROI analysis.
• Ability to use instructional design methodology to design, develop, and/or deliver blended learning solutions that are engaging, activity-based, and results-oriented.
• Strong business acumen. Ability to learn the Subaru strategy and industry trends.
• Ability to effectively communicate with all levels across the organization.
• Broad experience within Talent Management outside of learning preferred.
• Certifications in adult learning, Leadership Development, Succession, and Coaching preferred.
  

EDUCATION/EXPERIENCE: Bachelor’s degree or equivalent experience required; Master’s degree preferred in adult learning or Human Resources. 6 to 8 years of relatable experience.

WORK ENVIRONMENT: Hybrid Role - Remote work 2 days per week (after 90 Days)

TRAVEL REQUIRED: 15%

FLSA STATUS: Exempt

JOB GRADE: P3

The recruiting base salary range for this full-time position is $76,600-$109,400. Within the range, individual pay is determined by factors, including job-related skills, experience, and relevant education or training.