HireDiversity

The LDM   is responsible for capability building to support the MillerCoors leadership pipeline and succession plan.   At MillerCoors, we believe that leadership is to be cultivated at all levels of the organization.  

The LDM role will be charged with the creation and execution of the leadership learning agenda for a specific â passageâ of the leadership pipeline (e.g. manage self â individual contributor / manage others / manage managers / functional manager / executive). The learning agenda will include offerings that   educate, provide experience and exposure and clarify expectations for how in individual is to lead at a particular level.
 
Program management responsibilities include   the needs assessment, design, development, execution, evaluation, and continuous improvement of their assigned programs.
 
The LDM will manage related MCU leadership development solutions including but not limited to; emergenetics, strengthfinder, group mentoring, executive coaching, D&I, and other solutions within their area of focus.
 
In partnership with the HRM/HRBP, the Leadership Development Manager will serve as the leadership/learning specialist for an assigned set of functional client groups.   The LDM will use performance consulting practices to identify and verifiy development needs and drive the design, development, and execution of functional leadership learning solutions.   When collaborating with a functional L&D colleague, will ensure that â 1 L&D voiceâ is shared with the client group. The LDM will serve as a performance coaching resource for individuals within their respective client groups.   The LDM will assist individuals in the construction of meaningful IDPs.
 
The LDM will work collaboratively with MCU learning colleagues and external partners to oversee the design and development of various project deliverables.
 
The following represents subtle differences in assignments between the 3 leadership development managersâ ¦
 
1.     One LDM will focus on building leadership with the individual contributor (per the leadership pipeline) employee population.   This focus will include the design and development of a foundational leadership program that will be broadly available to all MillerCoors salaried employees.   In addition, this individual will provide input with respect to the organizationâ s onboarding practices and will serve as the program manager for   Welcome to MillerCoors as well as a selection of leadership courses from the leadership curriculum.
 
2.     One LDM will focus on building leadership capabilities with managers and â managers of managersâ (per the leadership pipeline).   In this role, this individual will program manage the â Leader in Youâ program and will design, develop, execute, and evaluate the evolution of the â Leader in Youâ program for â managers of managers.â The learning agenda will include education materials, experiences, exposure and clear expectations for leadership at this level.
 
3. One LDM will focus on building leadership capabilities with functional leaders.   In this role, this individual will focus on the â key jobsâ and ensuring the creation of thorough IDPs for these roles.   Relationship-based learning solutions including mentoring and aspects of executive coaching will be led by this LDM.   D&I leadership programs will be managed by this individual.


Education and experience
· Bachelorâ s degree
· 3 -5 years experience in leadership development
· Experience developing , leading, delivering and evaluating a multifaceted learning agenda; preferably in the area of Leadership Development.
· Has successfully led a team and developed talent.

Skills and knowledge
· Communication (written & verbal)
· Organizational skills
· Leader presence
· Facilitation- front of the room
· Coaching
· Creative thinking
· Collaborative
· Influence
· Execution
· Delegation
· Strategic thinking
· Ability to manage ambiguity & change