Hi E***y, I hope you’re doing well. I’m J***e, an HR Recruiter at StrategyBrain, and I came across your profile,your 13+ years driving training, facilitation, and talent development at N***y and T***s really stood out. I’m partnering with I***s to find a Director of Learning and Development to shape L&D strategy, lead leadership programs, and oversee blended learning initiatives. Would you be open to a brief chat to explore this role?

Hi E***y, Great to hear,your experience shaping L&D strategy and leading blended learning and leadership initiatives aligns perfectly with what we’re looking for. A bit about the role and I***s: 1. Company & Culture • I***s is a growing IT services firm (800 employees) focused on digital transformation and innovation. • We foster a collaborative, growth-oriented culture, using agile methods and cutting-edge tech to deliver value to global clients. 2. Director of Learning & Development Overview • You’ll lead end-to-end L&D strategy, working with executives to identify skill gaps and build competency frameworks. • You’ll oversee the design and delivery of blended programs,e-learning modules, experiential workshops and leadership academies. • You’ll manage an L&D team, external vendors and budget to ensure high-quality, cost-effective solutions. • You’ll define and track key learning metrics, evaluate impact and continuously refine offerings for sustained growth. 3. Why This Role Matters • High visibility,partner with senior leaders to drive organizational capability and culture change. • Growth opportunity,shape the scaling of our L&D function and mentor a team of learning professionals. • Resources,access to modern learning platforms, dedicated budget, and support from a tenured HR leadership team. Does this sound like what you’re looking for? I’d love to set up a 20- to 30-minute chat. I’m available next Tuesday or Wednesday between 10:00,11:30 AM or 2:00,4:00 PM Central,do any of those slots work for you? If not, feel free to share your availability. Looking forward to connecting! J***e HR Recruiter, StrategyBrain

Hi E***y, Great questions! At I***s the Learning & Development function sits within our HR organization. You’d be leading a team of five dedicated L&D professionals,including instructional designers, a learning coordinator, and trainers,and you’ll report directly to our Vice President of Human Resources. I’ve penciled you in for next Tuesday at 2:00 PM CT and will send a calendar invite shortly. Looking forward to diving deeper into the role then! Best, J***e HR Recruiter, StrategyBrain

Hi E***y, Great questions. Right now, the L&D team’s top priorities at I***s are: 1. Rolling out our new leadership development curriculum: We’re finalizing competency frameworks for emerging and mid-level leaders and preparing a blended program (workshops + e-learning) to launch next quarter. 2. Building a scalable digital learning ecosystem: We’re migrating key technical and soft-skills courses onto our new learning platform to improve access, reporting, and learner engagement. 3. Enhancing onboarding and manager enablement: We’re designing focused toolkits and micro-learning modules so new hires and their managers can accelerate time to productivity. 4. Establishing a continuous feedback loop: We’re piloting post-program “behavior change” surveys and manager check-ins to ensure learning sticks and drives real performance improvements. As for the VP’s key metrics, she’s most focused on: • Completion & Certification Rates,percentage of target learners who finish programs and attain competency badges • Learner Satisfaction (CSAT/NPS),real-time feedback on content relevance and delivery quality • Time-to-Proficiency,how quickly employees demonstrate new skills on the job • Business Impact/ROI,linking training initiatives to measurable outcomes (e.g., productivity gains, reduced error rates) • Internal Mobility Rates,tracking promotions or lateral moves tied to development pathways I’ll plan to share more context and examples during our call next Tuesday at 2 PM CT. Looking forward to discussing how your background in competency modeling and data-driven evaluation can help us hit these milestones. Best, J***e

Hi E***y, Great question. At I***s we keep our leadership competency frameworks tightly aligned to on-the-job performance by: 1. Quarterly calibration with our VP of HR, business leaders and subject-matter experts to review real performance data (e.g., project delivery metrics, 360 feedback outcomes) and update behaviors or proficiency levels. 2. An annual job-task analysis to ensure each competency reflects current role requirements, followed by stakeholder workshops to validate against frontline observations. 3. Continuous feedback loops: after every program cohort we analyze participant surveys, manager input and key business metrics, then refine the framework in our governance forum. To measure true skill transfer, we combine: • 30-/60-/90-day post-program surveys for participants and their managers to capture behavior change and application in real work. • On-the-job assessments and work samples tracked within our LMS and performance dashboards. • Integration with our talent review process,tracking promotions, stretch assignments or role expansions tied to new competencies. • Business-impact KPIs (time-to-proficiency, error-rate reduction, productivity gains) to quantify ROI. Given your deep experience in competency modeling and 360 processes, I’d love to dig into how your approach could enhance ours. I’ll have specific examples ready for our call next Tuesday at 2 PM CT. Looking forward to it! Best, J***e

Hi E***y, Sure thing,happy to share a real-world example and the tools we use: 1. Competency Calibration Example • Competency: “Strategic Influence” • Original Focus: Ability to present ideas persuasively in team meetings • Calibration Insight: During Q2 review, our business leaders flagged that senior managers struggled to weave data into their narratives, limiting buy-in from cross-functional partners. • Tweaked Behavior: We added a “data storytelling” sub-competency with specific indicators,e.g., converts key metrics into a visual story, cites relevant case examples, and checks for stakeholder understanding. We updated the proficiency levels accordingly and rolled out a brief e-workshop to ensure consistency across the leadership cohort. 2. Tracking Tools & Dashboards • LMS Reporting Module: We capture on-the-job assessment scores and work samples directly in our learning platform, tagging each artifact by competency and proficiency level. • T***e Dashboard: A custom T***e dashboard pulls data from the LMS and our HRIS to display real-time competency ratings, completion rates, 30/60/90-day behavior-change survey results, and sample artifacts for audit. • Performance Management Integration: We sync competency scores with our talent review system so managers can see how development activities map to actual project outcomes (e.g., reduced error rates, faster time-to-proficiency). Let me know if you’d like any additional detail,looking forward to digging into this more on Tuesday at 2 PM CT! Best, J***e