Principal Learning Designer

Position Title: Principal Learning Designer (P5)

Company Summary:

Crown Castle is the nation's largest provider of shared communications infrastructure: towers, small cells and fiber. It all works together to meet unprecedented demand-connecting people and communities and transforming the way we do business. Whenever you make a call, track a workout or stream music and videos, we're the ones providing the communications infrastructure that makes it all possible. From 5G and the internet of things to drones, autonomous vehicles and AR/VR, we enable the technologies that help people stay safe, connected and ready for the future. Crown Castle is publicly traded on the S&P 500, and one of the largest Real Estate Investment Trusts in the US, with an enterprise value of ~$100B.

Role:

Partner to support Learning and Talent Development as we accelerate our businesses through innovative, human-centric talent services. Drive and integrate transformational and strategic initiatives to build and execute business roadmaps. Utilize creative and analytical skills to solve problems and design learning and development solutions, leveraging relationships by interfacing with and influencing key stakeholders. Deploy practical solutions that align to Talent's strategic initiatives and that focus on strategy, process, people, impact, and outcomes.

Collaborate with decisionmakers to determine the best approach to test, iterate, and implement solutions that align to business strategy. Provide solutions for our business units, clients, and talent (people) through product- and project-based work that requires facets of innovation, critical analysis, strategic planning, design thinking, collaboration, stakeholder management, program/process design, project management, and change management. Utilize experience and expertise to achieve results individually and through project teams. At senior levels, may act in a "function leadership" (i.e., non-people leadership) capacity.

Help plan, monitor, and govern learning and development initiatives. Work closely with the

Talent Group to manage day-to-day program activities and operations for a large portfolio of products, projects, and complex enterprise programs. Partner with Group and/or Functional leaders to support business outcomes and strategy. Work with clients to ensure measurements for evaluation are identified, agreed to and in place to capture the effectiveness of the implemented learning solution. Report back data/findings and progress to the client to ensure solutions continue to support and positively drive towards desired outcomes. Design targeted content that drives / sustains programs. Build and cultivate relationships with business leadership, internal Talent teams, and external preferred vendors. Serve as business unit's primary point of contact for teammate learning and talent development-related needs and opportunities. Proactively communicate client needs to Talent Group to ensure strategies, goals and priorities are aligned with business (client) objectives. Regularly update clients on development opportunities and services available.

Responsibilities

• Build and cultivate relationships with business partners and key stakeholders.
• Partner with business units to tailor Talent solutions to their unique needs. Communicate business unit needs and ensure that Business, Company, Talent strategies, goals and priorities are in alignment.
• Propose effective learning and talent development solutions to enhance business and team performance.
• Influence senior and mid-level leaders and provide recommendations for actions to improve performance.
• Promote relevant solutions and drive adoption and impact. Regularly update business units on learning opportunities and services available.
• Champion Talent solutions to advance goals and objectives of the Learning and Development program across the organization.
• Lead the design and deployment of compelling, logically structured presentations and deliverables that will be shared at the department and group level
• Offer insight into role-specific development plans (new hire and continuous) and ensure adoption.
• Solicit stakeholder involvement and input on strategies for teammate performance improvement.
• Anticipate business unit needs and design and recommend effective solutions to achieve business unit goals and strategic objectives. Consult with business leaders on existing or anticipated learning and performance gaps.
• Lead complex stakeholder interviews and analyses to identify unspoken needs and align objectives to behavioral change and business results. Manage external/internal stakeholders and communications.
• Manage the development of strategic projects, current or proposed business solutions or processes to achieve function-wide and/or group goals and objectives.
• Manage coordination and collaboration with teams across Talent and business units, to understand project implications for other programs, projects, or processes.
• Identify and define success measures and metrics for solutions.
• Demonstrate business knowledge, exhibit skills for agility, and act as an adaptable, flexible resource.
• Maintain awareness of current industry and business trends, best practices, and internal changes and environment.

Expectations

• Strategic thinker. Ability and foresight to weigh various courses of action in reference to their potential to drive towards specific organizational goals and business outcomes.
• Business acumen. Ability and enthusiasm to maintain an in-depth understanding of current business trends and strategic goals to design solutions that drive specific organizational goals and business outcomes.
• Great analytical and interpretive skills.
• Excited to prompt behavioral change and drive key decision-makers towards a common goal.
• Ability to design creative, out-of-the box solutions to complex problems.
• Excited to prototype at all levels of fidelity-and have the humility to walk away from ideas when they fail.
• Ability and enthusiasm to work with business leaders, key stakeholders, other Principal Designers, and a team of learning designers who will challenge and support one another.
• Strong verbal, written, and presentation skills, with the ability to provide the rationale behind design decisions to peers, executive leadership, and clients.
• System thinkers. Able to understand a single program's impact on the whole system and direct the design of solutions that scale and last.
• Comfortable with ambiguity. Understand that projects and the business move fast and that the path forward isn't always well-defined. Comfortable with change and collaboration through the design process.
• Able to lead complex cross-functional initiatives that involve stakeholders in multiple areas of the business.
• Ability to forge new paths and bring others along on the journey.
• Perspective taking. Interpret and anticipate stakeholder needs based on known goals.
• Problem solver. Can anticipate and recognize potential complications early and take steps to mediate those complications.
• Self-motivated learner. Agency and appetite to grow and learn.
• Inquisitive/Curious. Not quick to jump to solutioning. Willing to take the time to dig deeper and truly understand underlying issues.
• A constant example of modeling Crown's PURPLE values.

Education/Certifications

• Bachelor's Degree and
• 8+ years of experience designing concepts and delivering adult learning initiatives in an applied setting as part of a team

or

• Master's degree or higher and
• 5+ years of experience designing content and creative solutions that solve complex business problems in an applied setting as part of a team

Experience/Minimum Requirements

• Experience applying adult learning principles, theories, concepts and development technologies or modalities, practical experience and application of training development models
• Experience working in design thinking, human centered design, user experience design or business design preferred
• Experience managing projects
• Experience leading project teams
• Vendor Management Experience
• Experience with live and live virtual classroom design, leveraging technology to enhance the experience
• Experience with learning experience platforms, learning management systems and tools such as WalkMe, Adobe Creative Suite, Articulate 360/Rise, Camtasia, Microsoft Suite, or similar
• Experience working closely with subject matter experts
• Experience with qualitative or quantitative research design
• Experience supervising, managing, or ensuring the quality of learning delivered by others
• Experience performing gap or needs analyses and experience reviewing educational/training program curricula for quality and effectiveness.

Organizational Relationship

Reports to: Director, Talent Development and Learning

Title(s) of direct reports (if applicable):

Working Conditions: This role falls into our hybrid work model working in your assigned office approximately 60% of the time (3 days per week) and where you do your best work 40% (2 days per week). There is an expectation of collaboration with teammates and stakeholders for moments that matter that could require travel.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)