Merck & Co Hiring for Learning Partner – Manufacturing Production Systems job in West Point Full Time

The Learning Partner – Manufacturing Production Systems

is responsible for serving as a trusted business advisor to business leaders and stakeholders in Global Company Production Systems (GMPS) and our company’s Manufacturing Division operating areas, in order to enable business goals and outcomes by accelerating the development of critical capabilities needed to drive business success through a productive and engaged workforce. They will have ownership for a client group’s learning strategy.- Success in this role depends on a candidate’s ability to translate the goals of the business into learning strategies and solutions, then oversee effective design and delivery through a network of internal and at times external colleagues. For the GMPS Learning Partner, it’s necessary to have knowledge, experiences, and confidence to challenge the status quo to achieve business needs by using and deploying the Company Production Systems (MPS) as part of the MPS Management System appropriately. This individual maintains awareness and understanding of key business priorities/processes and external best practices, partners with key divisional stakeholders to identify performance needs and gaps and collaborates with design experts and operational support points on desired performance outcomes. This leader will build and maintain strong business relationships, build sponsorship, collaborate as part of an integrated learning network, and be a strong advocate of MPS, developing a continuous improvement culture.

Responsibilities:

• Align business leaders on the implications of short and long-term decisions, strategies, and large-scale change efforts on employee learning and development in their respective business areas, and how those implications will affect sustainable business results
• Develop depth of business understanding to maximize relevance and impact on business outcomes
• Determine learning strategies and plans based on identified needs and gaps to achieve business strategy. Align business managers around “best fit” learning strategies while collaborating within GLD and external partners to leverage existing and/or develop learning solutions to meet unique business requirements
• Prioritize and manage portfolio of work and overall, Learner Experience at level of responsibility.- Ensure that plans are integrated and congruent with those of other areas of GLD. –
• Create line of sight for divisional clients into short-, mid-, and long-term Learning & Development plans, existing resources, and access to them. Build sponsorship for forthcoming Learning & Development initiatives
• Responsible for the end-to-end oversight of learning solutions. Provide critical input to the Portfolio, Learning Creation, and Learning Delivery teams responsible for overall planning of learner experiences and solutions. Ensure these deliverables drive business relevance and impact and provide a modern, compelling learning experience.
• Collaborate with HR business partners in business area to integrate learning solutions with other talent-related initiatives,
• Partner with the business to define business and learning outcomes.- Measure and report impact of learning programs against set metrics.- Use data insights to continuously improve solutions and outcomes.
• Ensure execution of a coherent, efficient, and strategically aligned approach to Learning & Development planning and implementation.
• Ensure accurate forecasts and addresses project risks
• Support both the wider business and GMPS activity through the use of the MPS Capability System and related systems.

Competencies:

• Business Acumen: Ability to engage with mid-level business leaders around business strategy, goals, and business outcomes, and make sound business decisions
• Business Consulting: Expertise in consulting and partnering with business leaders to identify learning implications of business strategy and priorities.- Skill in using performance consulting frameworks to understand how employee and organizational performance can maximize business impact.- Ability to coach, advise, and influence clients to use learning solutions where they will be most effective
• Leadership: Intermediate ability to partner, collaborate, and impact decisions at all levels within and outside the organization.
• Adult Learning Theory and Practice: Experience in applying concepts and practices of adult learning to meet the dynamic needs of the business
• Learning Needs Analysis: Experience in assessing competency gaps and identifying what people need to learn for successful individual and organizational performance
• Collaboration: Work with individuals and groups in a constructive and collaborative manner, including the ability to build and maintain critical networks and collaborative relationships. Take full advantage of resident expertise in GLD internal partner organizations to maximize efficiency and effectiveness; personally remain focused on key Learning Partner responsibilities.
• Creative Thinking: Intermediate skill in applying tools and techniques for grasping new concepts, acquiring new ways of seeing things, and revising ways of thinking and patterns of behavior
• Oral and Written Communications: Ability to express oneself to provide information to others effectively and in a succinct manner; outstanding verbal, written, and executive level presentation abilities and interpersonal skills; ability to ask thoughtful questions to gain insights, listen, and understand other perspectives
• Decision Making and Critical Thinking: Ability to use a broad range of methods, assumptions, frameworks, and perspectives when solving problems and making decisions.- Ability to ruthlessly prioritize own and (if applicable) team’s work.- Seek first to leverage existing resources and align with other areas of GLD before developing new learning assets
• Data analytics: Ability to determine business and learning outcomes, metrics and measurement strategies.- Ability to analyze and interpret data for business and learning decisions
• Planning: Project planning and management experience, including the ability to contribute to operational (short term), tactical (1-2 years), and strategic (3-5 years) planning in support of the business plan
• L&D Policies, Standards, and Procedures: Knowledge of and ability to use industry and organization standards, procedures, and policies relevant to staff learning and development
• Have a basic experience of Lean tools and techniques to diagnose, analyze and improve business processes
• Advance Change Management expertise enabling the coaching and developing of others to ensure all GMPS People Capability initiatives are delivered right first time and on-time.

Qualifications:-

–Required:

• Minimum of a bachelor’s degree, or currently in pursuit of degree completion, or equivalent relevant work experience in Human Resources, Learning & Development, Education and related disciplines-
• Minimum 10 years experience-in-Human Resources, Learning & Development, Education or related discipline-(with Masters’ degree, minimum experience is 8 years)

Preferred:-

• Experience in the areas of learning, talent, HR, or comparable areas; experience in applicable technical/professional areas pertinent to the division / function served (e.g., R&D, manufacturing, sales/marketing, etc.)
• Have worked intensively in a recognized organization with mature Lean capability for 5 years

NOTICE FOR INTERNAL APPLICANTS

In accordance with Managers’ Policy – Job Posting and Employee Placement, all employees subject to this policy are required to have a minimum of twelve (12) months of service in current position prior to applying for open positions.

If you have been offered a separation benefits package, but have not yet reached your separation date and are offered a position within the salary and geographical parameters as set forth in the Summary Plan Description (SPD) of your separationpackage, then you are no longer eligible for your separation benefits package. To discuss in more detail, please contact your HRBP or Talent Acquisition Advisor.

Employees working in roles that the Company determines require routine collaboration with external stakeholders, such as customer-facing commercial, or research-based roles, will be expected to comply not only with Company policy but also with policies established by such external stakeholders (for example, a requirement to be vaccinated against COVID-19 in order to access a facility or meet with stakeholders). -Please understand that, as permitted by applicable law, if you have not been vaccinated against COVID-19 and an essential function of your job is to call on external stakeholders who require vaccination to enter their premises or engage in face-to-face meetings, then your employment may pose an undue burden to business operations, in which case you may not be offered employment, or your employment could be terminated. Please also note that, where permitted by applicable law, the Company reserves the right to require COVID-19 vaccinations for positions, such as in Global Employee Health, where the Company determines in its discretion that the nature of the role presents an increased risk of disease transmission.

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U.S. Hybrid Work Model

Effective September 5, 2023, employees in office-based positions in the U.S. will be working a Hybrid work consisting of three total days on-site per week, generally Tuesday, Wednesday and either Monday or Thursday, although the specific days may vary by site or organization, with Friday designated as a remote-working day, unless business critical tasks require an on-site presence. -This Hybrid work model does not apply to, and daily in-person attendance is required for, field-based positions; facility-based, manufacturing-based, or research-based positions where the work to be performed is located at a Company site; positions covered by a collective-bargaining agreement (unless the agreement provides for hybrid work); or any other position for which the Company has determined the job requirements cannot be reasonably met working remotely. Please note, this Hybrid work model guidance also does not apply to roles that have been designated as “remote”.

Search Firm Representatives Please Read Carefully-
Merck & Co., Inc., Rahway, NJ, USA, also known as Merck Sharp & Dohme LLC, Rahway, NJ, USA, does not accept unsolicited assistance from search firms for employment opportunities. All CVs / resumes submitted by search firms to any employee at our company without a valid written search agreement in place for this position will be deemed the sole property of our company. -No fee will be paid in the event a candidate is hired by our company as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails.-

Employee Status:
Regular

Relocation:
No relocation

VISA Sponsorship:
No

Travel Requirements:
25%

Flexible Work Arrangements:
Hybrid

Shift:
1st – Day

Valid Driving License:
No

Hazardous Material(s):
N/A

Requisition ID:R255599