Position Description Template
Learning Architect
Location: As per Personal Terms
Reporting to: Learning & Capability Manager
Business Unit: People & Culture and Communications
Date: November 2019
[pic]About FMG
Formed by farmers for farmers over a century ago, today’s FMG is New Zealand’s leading rural insurer providing business and personal risk advice and insurance solutions for farmers, growers, commercial businesses, the lifestyle sector and domestic customers.
We’re proudly 100% New Zealand owned and operated and our focus is on helping our customers achieve their goals. Our commitment to a mutual ownership structure guarantees that members’ and customers’ interests are preserved through working in partnership and reinvesting all profits in the business.
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FMG’s Values
The FMG brand represents promises about what customers can expect from us and each of us is responsible for delivering on these promises. Living our company values means we deliver the best brand experience for our customers. Our company values are:
|Do what’s right |Make it happen |
|We’re in it together |Proud of who we are |
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Work Environment
We strive to provide an environment that promotes and fosters achievement. We place importance on career development and learning to give our people the tools they need to succeed.
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Purpose of the role
As a valuable member of the People & Culture Team, the Learning Architect provides learning design expertise to learning and capability initiatives, which will support delivery of FMG’s business and capability plan, now and in the future... The Learning Architect will use their expertise in program design, assessment and delivery methods (including e-learning, self-paced, classroom, virtual/dispersed and community/peer-to-peer learning) to deliver engaging learning activities, tools and programs that support FMG’s business and capability strategy.
This will be done by providing insights, applying best practice and embedding this knowledge to develop, effective, innovative and sustainable outcomes. The Learning Architect will also leverage subject matter expertise and resources across the People & Culture team and wider FMG to deliver on their plans.
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|KEY RESPONSIBILITIES |
|Instructional Design |Contribute to the development of FMG’s learning strategy |
| |Provide instructional design expertise to capability building programs and initiatives and business |
| |change projects when required. |
| |Analyse, design, develop, evaluate and where necessary support implementations of key capability and |
| |learning initiatives. |
| |Introduce and develop best practice learning design and evaluation for all capability and learning |
| |initiatives, including evaluating business results. |
| |Contribute to and maintain the FMG Advice Curriculum so that learning pathways are clear and supportive |
| |of organisational learning. |
|Learning and Capability |Work with the Learning & Capability Consultant, subject matter experts, Learning Delivery Consultants |
|Program/Initiative Design |and when required, external partners to analyse needs, design, develop and assess learning and |
| |capability programs and initiatives. |
| |Ensure programs/solutions developed are of a consistently high quality and leveraged across FMG so that |
| |duplication of effort is eliminated. |
| |Produce materials which effectively aid learning |
| |Ensure corporate messages and frameworks (i.e. wellbeing and safety, compliance) are appropriately |
| |integrated into all capability initiatives. |
| |Designs learning and evaluation strategies and tools to determine whether desired learning and |
| |performance outcomes are achieved, including providing recommendations for future initiatives. |
| |Provide thought leadership around new ways for supporting learning in a diverse and dispersed work |
| |environment. |
| |Role-model the FMG values and capability development principles (Take ownership for your personal |
| |development, seek guidance from your people leader(s) and colleagues, seize and create opportunities in |
| |your work and identify areas that FMG should invest which will build capability for both you and FMG) |
|Collaboration,Teamwork and Personal |Achieve and exceed client and business partnership satisfaction targets |
|Development |Act as a specialist advisor to HR and the business on ‘best practice’ knowledge and innovative ways of |
| |designing and supporting learning. |
| |Collaborate closely with others within the HR team and wider business to design and deliver fit for |
| |purpose, best in class solutions leveraging resources to the maximum organisational benefit. |
| |Proactively and positively contribute to business and HR team meetings and actively share knowledge, |
| |learning and insights. |
| |Support a culture which is underpinned by individual accountability, client/business focus and |
| |collaboration |
| |Take responsibility for and maintain ‘best practice’ knowledge about organisational development and |
| |organizational learning |
| |Role-model the FMG capability development principles; Take ownership for your personal development, seek|
| |guidance from your people leader and colleagues, seize and create opportunities in your work and |
| |identify areas that FMG should invest which will build your capability and that of others |
|Wellbeing and Safety, Policy and |Ensure that Wellbeing and Safety and statutory compliance are integrated into capability and learning |
|Statutory Compliance |initiatives |
| |Comply with safety and wellbeing policy and procedures, including accident and incident reporting and |
| |hazard management requirements |
| |Work in a safe manner at all times and do not undertake activities without appropriate training |
| |Comply with corporate policies, guidelines and procedures |
| |Comply with all legislation governing employment |
|COMPETENCIES |
|*see competency framework for behaviours expected at each level |Expected Level |
|Client Driven (Internal & External) |Intermediate * |
|A commitment to understanding the needs and best interests of both internal and external customers, in order to| |
|provide them with outstanding coaching, advice and support to help them to make informed decisions. | |
|Accountability |Intermediate* |
|Taking personal ownership of decisions, behaviour, and development, and being responsible for how these actions| |
|impact on the wider organisation and customers. | |
|Adaptability |Intermediate* |
|Demonstrating a willingness to engage in a changing environment and being flexible and comfortable working with| |
|change. | |
|Motivation and Drive |Intermediate * |
|The determination to achieve goals and strive for excellence. | |
|Relationship Building |Intermediate * |
|Developing and maintaining positive, professional relationships that are built on mutual trust and respect. | |
|Team Work |Intermediate* |
|Making a positive contribution to the FMG team and collaborating effectively with others to achieve objectives.| |
|KNOWLEDGE |
|Qualifications |A relevant tertiary qualification is essential |
|Experience and Knowledge |A minimum of three years of experience in instructional design, with a proven ability to develop |
| |original and innovative learning content including e-learning and peer-to-peer/community. |
| |Strong knowledge and experience using the ADDIE model |
| |Strong knowledge and application of adult learning principles and learning models |
|Business Knowledge and Industry Awareness |Understands how businesses works and the commercial nature of doing business (including appreciation|
| |for how a mutual operates) |
| |Understands FMG's position in the advice and insurance market and has knowledge of the competitive |
| |landscape. |
| |Understands risk and how to apply FMG's policies to situations; is knowledgeable about compliance |
| |requirements; understands insurance processes; knows industry partners and competitors. |
| |Affinity with the rural community and keep up to date with the economic, political, and |
| |environmental issues affecting our clients. |
| |Prior insurance industry or financial services knowledge and experience would be highly regarded. |
|Skills |Ability to deal with ambiguity, be agile in response to business needs and share knowledge with |
| |others |
| |Strong ability to elicit the right information to get a true understanding of the needs of |
| |individuals and the business |
| |Ability to write clear, concise and persuasive proposals, programs and reports, as well as engaging |
| |learning and development materials |
| |An experienced and creative designer across multiple modalities including the ability to think |
| |outside-in and bring new thinking and insights to programs and initiatives |
| |Excellent relationship building and stakeholder management skills, demonstrated in the ability to |
| |deliver to expectations and work well with all levels of the organization |
| |First rate organisational skills and ability to successfully deliver on multiple priorities and |
| |projects |
| |Strong digital and technology skills |
| |Strong judgment and decision making skills, along with strong business and commercial acumen |
| |Professional maturity and enthusiasm |
Relationships
|External |Internal |Committees/Groups |
|Learning and development partners |Business SMEs |Project Steering Groups |
|ANZIIF or other industry associations |Human Resources Team |Project Teams |
|NZATD |All Employees | |
| |People Leaders | |
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Authority Levels
• No authority to commit or approve expenditure
• No HR authority levels
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Agreement
I agree to the outline of the role as contained in this document and recognise that the contents may need to be amended from time to time to reflect changing business requirements.
I as Job holder, allow my Manager to gather information from third parties where necessary for the purposes of performance management.
Agreement will be via electronic signature as evidenced on the acceptance form.
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Position Description
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