Business Interlock Associate Manager

Skill required: Talent Development - Learning Delivery Instruction

Designation: Business Interlock Associate Manager

Qualifications:Any Graduation

Years of Experience:10 to 14 years

About Accenture

Accenture is a global professional services company with leading capabilities in digital, cloud and security.Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Technology and Operations services, and Accenture Song— all powered by the world's largest network of Advanced Technology and Intelligent Operations centers. Our 784,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. We embrace the power of change to create value and shared success for our clients, people, shareholders, partners and communities.Visit us at www.accenture.com

What would you do The Business Interlock Manager partners with the Client stakeholders on the training needs analysis process, builds conceptual designs, provides learning solutions, and guides the LEDD Operations team to execute the design. The Business Interlock is responsible for the overall design of the learning interventions and is also responsible for managing the overall development pipeline. The Business Interlock provides support and has overall accountability to ensure that projects are executed according to design, process, quality, budget, and milestone standards. Talent Development involves creating and implementing programs to enhance employees skills and career growth. This includes training, mentoring, and performance management. The goal is to help employees reach their full potential and contribute effectively to the organization. Responsibilities also include identifying skill gaps and developing strategies to address them. This role is essential for fostering a skilled and motivated workforce. Deliver instructional information for an audience based on learning activities approaches to help an organization achieve their learning goals.

What are we looking for Qualifications Basic Qualifications:

• 12-15+ years of learning strategy and advisory experience (requirement gathering and solutioning)
• 12+ years of client relationship management experience Key Competencies:
• Learning Strategy Development
• Curriculum Planning and Management
• Talent Strategy Development and Management
• Learning Program Management and Monitoring
• Learning Measurement and Analysis
• Agile Methodology
• Principles of Team Engagement
• Experience in learning and talent strategy development
• Business acumen and appreciation of strategic intent
• Strong program/project management skills with a proven record in execution
• Practical understanding of types of learning solutions and architectures available and when they are best used
• Understanding of instructional design principles
• Working knowledge of accessibility principles and guidelines
• Ability to work independently across a broad range of activities
• Ability to network and build positive relationships with others, including Subject Matter Experts and Senior Accenture Leadership
• Excellent time management and prioritization skills
• Strong attention to detail
• Experience with working in Agile/Scrum methodology
• Ability to thrive in a fast-paced and sometime ambiguous environment
• Ability to maintain a positive attitude in the face of difficult situations
• Working knowledge of team engagement principles; ability to work with team strengths
• Global cultural awareness
• Some capability assessment or needs assessment experience
• Some understanding of basic financial principles, performance measures, benchmarking, and analytics Roles and Responsibilities:
• Learning Strategy and Demand Planning
• Drive discussions with sponsors and stakeholders across the learning ecosystem to understand and confirm business requirements
• Evaluate inputs for the learning strategy (including leveraging of talent roadmaps and other talent management tools to support learning plans and the business area s broader talent strategy)
• Develop a point of view on the learning strategy
• Develop quarterly and annual development plan; obtain sponsor inputs and approval
• Oversee the design of the learning strategy framework for the capability/specialization to show how the target audience will progress across proficiency levels
• Recommend improvements to existing programs, and new learning approaches Curriculum Planning and Management
• Oversee development of new curriculum for new focus areas
• Research and recommend learning assets to be included in the curriculum (or removed from existing curriculum)
• Create/update learning guidance resources (learning path, curriculum sites/slides)
• Oversee the maintenance of existing curriculum to ensure continued relevance to target audience, skills, proficiency level
• Recommend potential solutions for learning gaps
• Provide context to the LEDD Operations team on the learning request
• Determine approach and provide guidance in curriculum development and maintenance
• Conduct continuous conversations with the Business to understand priorities and imperatives as they evolve and change; drive conversations to manage stakeholder expectations
• Confirm materials maintenance plan Learning Program Value Architecting
• Provide consultation and support to learning delivery as needed
• Define and assess effectiveness of the learning program/s
• Identify and confirm learning value metrics and evaluation strategy
• Review metrics analysis to derive insights to take better data driven business decisions and create plan for action; report to leadership/stakeholders
• Collaborate with LEDD Operations team members and stakeholders to design and approve the learning communication campaign (flairs/badge program, hackathon, etc.) Operations Management
• Lead weekly status meetings, and provide guidance to address risks and issues
• Support and provide inputs to quarterly and annual design and development budget
• Identify risks; create plans to mitigate
• Responsible for providing oversight to the LEDD Operations lead on staff planning, recruitment, onboarding work assignments and team engagement
• Continually focus on value-added activities and continuous improvement