Job Abstract

Optum is a global organization that delivers care, aided by technology to help millions of people live healthier lives. The work you do with our team will directly improve health outcomes by connecting people with the care, pharmacy benefits, data and resources they need to feel their best. Here, you will find a culture guided by diversity and inclusion, talented peers, comprehensive benefits and career development opportunities. Come make an impact on the communities we serve as you help us advance health equity on a global scale. Join us to start Caring. Connecting. Growing together.

Youll enjoy the flexibility to work remotely from anywhere within the U.S. as you take on some tough challenges.

Positions in this family are involved in assessing training and organizational development needs, developing training programs, and/or conducting training sessions. Positions in this function are responsible for management of one or all of the Training functions of Design, Delivery and Delivery - Operational.

General Job Profile:

• Manages and is accountable for professional employees and/or supervisors
• Impact of work is most often at the local level
• Sets team direction, resolves problems and provides guidance to members of own team
• May oversee work activities of other supervisors
• Adapts departmental plans and priorities to address business and operational challenges
• Influences or provides input to forecasting and planning activities
• Product, service or process decisions are most likely to impact multiple groups of employees and/or customers (internal or external)

Primary Responsibilities:

• Establish Training Strategies and Approaches
  • Demonstrate knowledge of the business environment and business requirements (e.g., strategy changes, emerging business needs)
  • Collaborate with internal/external business partners using a consultative approach to identify business goals and performance gaps (e.g., leadership, Human Capital, external customers, Vital Signs)
  • Manage the assessment of performance gaps to drive identification of the business need
  • Identify the root cause of performance gaps and the role of training in addressing them, if any
  • Identify non-training solutions to address business needs/performance gaps, where appropriate (e.g., organization design, leadership development, change management, team dynamics)
  • Evaluate learner readiness to tailor planning of training solutions
  • Translate business needs into training/development needs
  • Identify/select appropriate training methodologies and communicate to stakeholders (e.g., leadership, training staff, business partners), in order to drive adoption
  • Leverage all relevant training/development approaches (e.g., learning from experience, learning from others, learning from education)
• Identify and Communicate Training Best Practices and Trends
  • Identify current and emerging trends in the training industry (e.g., using Corporate Leadership Council, gOEbase, ASTD, SHRM, eLearning Guild, ISPI)
  • Maintain knowledge of current and planned technology capabilities in the business
  • Maintain awareness of a variety of training delivery modes (Instructor-Led, Computer-Based, blended, webinar)
  • Maintain knowledge of new/emerging learning techniques/technologies (e.g., video conferencing, video streaming, social media, mobile, gaming)
  • Contribute ideas to influence the adoption of technology solutions that enhance training outcomes in the business
  • Apply knowledge of core processes (e.g., Stretch!, development planning, talent management, Vital Signs, MAP, competencies) to support design/delivery of training solutions
  • Share best training practices with applicable stakeholders across the business (e.g., Human Capital, training staff/community, leadership, sales)
  • Drive adoption of training best practices and trends
• Drive Implementation of Training Solutions
  • Leverage appropriate resources to drive the design, development and delivery of training solutions (Instructional Design
  • Clearinghouse, vendor resources, internal training teams, SMEs)
  • Ensure compliance with established learning processes/procedures (e.g., deployment approaches, ULearn tracking standards, training measurement, AICC, SCORM)
  • Ensure utilization of appropriate learning techniques/technologies to optimize learning impact (Instructor-Led, Computer-Based, blended, web-based, social media, mobile)
  • Drive marketing and communication of available training solutions (e.g., web sites, newsletters, emails, events) to increase participation
  • Develop overall training plans/calendars to communicate and manage training activities/resources
  • Identify and address implementation obstacles/issues as they arise (e.g., scope changes, resource availability, competing priorities, leadership support, low participation)
  • Provide facilitation/support to leadership teams in order to drive achievement of their business goals (e.g., strategic planning, goal identification, change management)
  • Recommend enhancements to our learning processes and systems (e.g., needs assessment process, intake process, online tools)
• Manage Internal and External Training Staff and Resources
  • Identify and procure training staff and other resources (e.g., equipment, software)
  • Develop/manage training budgets (e.g., forecasts)
  • Ensure that training staff understand how training goals align with business strategies
  • Ensure that training staff adhere to internal processes, procedures and practices
  • Ensure that training staff have access to required tools and information (e.g., system access, training feedback, status updates, response to questions)
  • Lead instructional designers to ensure that designs meet requirements (e.g., business needs, design quality, cost effectiveness, learning objectives)
  • Negotiate vendor contracts to support our business goals (e.g., timelines, staffing, budgets, deliverables)
  • Manage vendor relationships and ensure adherence to contract terms (e.g., Service Level Agreements, Master Service
  • Agreements, Statements of Work)
  • Establish clear lines of communication with all applicable stakeholders, and set appropriate expectations (e.g., vendors, internal partners, leaders, internal facilitators)
  • Manage training projects to ensure proper design, development, implementation and evaluation of training solutions (e.g., timelines, staffing, budgets, deliverables)
  • Partner with global training units to coordinate and integrate activities of global training staff, as appropriate (e.g., awareness, recruiting, onboarding, training, work direction, infrastructure alignment)
• Evaluate and Communicate Training Value/Impact
  • Collaborate with leadership to champion training and development as business priorities
  • Develop strategies to help leaders create a working environment conducive to the delivery, application and impact of training (e.g., change management, MAP development goals, Vital Signs, Talent Management)
  • Identify and implement practices to measure training impact and help leaders ensure that training is applied on the job (e.g.,
  • Metrics That Matter, Level III evaluations, follow-up surveys, development actions, learner assessments)
  • Analyze training evaluation data to measure training effectiveness and linkage to job performance (e.g., Metrics That Matter, informal feedback from participants/trainers, client satisfaction scores, Net Promoter Scores)
  • Monitor/analyze training metrics/data/trends, and communicate areas needing attention to applicable stakeholders (e.g., trainers, designers, leaders, Human Capital, external training clients)
  • Identify and implement improvements to learning solutions (e.g., processes, procedures, materials, techniques, curricula) to enhance learning effectiveness and business impact
  • Develop/analyze/contribute to Learning Investment Portfolios to drive strategic decisions regarding allocation of training dollars
  • Drive metric-based continuous improvement in learning and business outcomes (e.g., performance linkage, return on investment, evaluation data)

Youll be rewarded and recognized for your performance in an environment that will challenge you and give you clear direction on what it takes to succeed in your role as well as provide development for other roles you may be interested in.

Required Qualifications:

• Undergraduate degree or equivalent experience
• Bachelors degree in education, business administration, communication or a related discipline or equivalent experience working in a corporate training environment
  
• Minimum of 2 years experience in training and development management with oversight of training delivery staff
  
• Excellent facilitation skills and proficient in working in a virtual training environment
  
• Excellent written, verbal and interpersonal communication skills
  
• Excellent time management, organizational, and prioritization skills and ability to balance multiple priorities
  
• Proficient in evaluating program and training effectiveness using analytics, metrics, and data with tools such as Tableau, Metrics That Matter, and NPS Survey data
  
• Knowledge of adult learning theory, levels of evaluation and instructional design principles
  
• Excellent problem solving and critical thinking skills
  
• Excellent leadership skills

*All employees working remotely will be required to adhere to UnitedHealth Groups Telecommuter Policy.

California, Colorado, Connecticut, Hawaii, Nevada, New Jersey, New York, Rhode Island, or Washington Residents Only: The salary range for this role is $88,000 to $173,200 annually. Pay is based on several factors including but not limited to local labor markets, education, work experience, certifications, etc. UnitedHealth Group complies with all minimum wage laws as applicable. In addition to your salary, UnitedHealth Group offers benefits such as, a comprehensive benefits package, incentive and recognition programs, equity stock purchase and 401k contribution (all benefits are subject to eligibility requirements). No matter where or when you begin a career with UnitedHealth Group, youll find a far-reaching choice of benefits and incentives.

Application Deadline: This will be posted for a minimum of 2 business days or until a sufficient candidate pool has been collected. Job posting may come down early due to volume of applicants.

At UnitedHealth Group, our mission is to help people live healthier lives and make the health system work better for everyone. We believe everyoneof every race, gender, sexuality, age, location and incomedeserves the opportunity to live their healthiest life. Today, however, there are still far too many barriers to good health which are disproportionately experienced by people of color, historically marginalized groups and those with lower incomes. We are committed to mitigating our impact on the environment and enabling and delivering equitable care that addresses health disparities and improves health outcomes an enterprise priority reflected in our mission.

Diversity creates a healthier atmosphere: UnitedHealth Group is an Equal Employment Opportunity/Affirmative Action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, protected veteran status, disability status, sexual orientation, gender identity or expression, marital status, genetic information, or any other characteristic protected by law.

UnitedHealth Group is a drug - free workplace. Candidates are required to pass a drug test before beginning employment.

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