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At Edward Jones, we help clients achieve their serious, long-term financial goals by understanding their needs and implementing tailored solutions. To ensure a personal client experience, we have located our 15,000+ branch offices where our more than 7 million clients live and work.
In a typical branch office, a financial advisor meets with clients and receives branch office support, so they can focus on building deep relationships with clients. Headquarters associates in St. Louis, Tempe and Mississauga provide support and expertise to help U.S. and Canada branch teams deliver an ideal client experience. We continue to grow to meet the needs of long-term individual investors.
At Edward Jones, the Human Resources division utilizes people expertise to proactively drive high-impact solutions that deliver firm results. Cultivating a highly talented and inclusive workforce, you’ll guide an exceptional associate experience, enabling them to do their best work. Here, you’ll enable continued firm growth through professional and leadership development, workforce and succession planning, inclusion & diversity, and talent acquisition and engagement. By driving these human resources solutions, your work will serve both firm and associates’ best interests and support Edward Jones being recognized as a Best Place to Work.
Enterprise Learning is responsible for building new capabilities critical to our firm’s strategy at speed and scale, ensuring our 50,000 home-office associates and branch team members are reskilled and upskilled to deliver industry-leading Human-Centered Complete Wealth Management.
The Senior Learning and Performance Consultant is responsible for diagnosing business and learner needs and leading the creation and execution of high-performance learning journeys across the value stream, leading multiple complex learning and performance initiatives that deliver business outcomes in support of the firm strategy by accelerating talent development and adoption of new/improved behaviors.
Key Responsibilities:
Establish trusted partnerships as a consultant to business leaders throughout the organization, employing diplomacy, objectivity, and learning sciences, while utilizing advanced understanding and skill sets, to create targeted learning interventions by translating business outcomes and strategy into performance outcomes, moments that matter applications, and learning objectives.
Informally drive matrixed, cross-functional teams on highly complex learning and performance initiatives, facilitating a learner-centered creative design process, conducting learner research, co-creating with end-users, prototyping learning experiences that achieve performance outcomes, and ensuring first-time quality at speed and scale while continuously exercising high levels of discretion regarding matters of firm importance.
Use advanced skills and understanding to apply learner experience research, insights, adult learning values, processes, technology, techniques, and measures to recommend, implement, and support the creation and continuous optimization of learning experiences to achieve enterprise business outcomes.
Partner with insights and analysis teams across the firm to design research projects, test & learns, learning measurement plans, KPIs, and feedback loops to identify learning and performance opportunities, formulate and validate recommendations, monitor performance, evaluate impact, and predict future needs.
Partner with internal stakeholders and established vendors to curate and incorporate appropriate resources into learning and performance initiatives.
Serve as a mentor and coach to learning and performance consultants and design teammates at a variety of levels, using modeling, feedback, and coaching techniques within project work to ensure quality outcomes and support internal talent development.
Strategically sequence all initiatives within a value enablement function and synthesize them into continuous learning and performance journeys that build critical capabilities, protect learner mindshare, and optimize talent performance to achieve enterprise business outcomes.
Develop business cases, including cost estimates (time and resource), to present need for investment or divestment in learning and performance initiatives.
Stay current on research and practices in Learning & Development and other industries, experimenting with new applications and processes to optimize learning experiences, accelerate business outcomes, support the development of teammates, and build Enterprise Learning capabilities
Requirements:
Master’s Degree (or equivalent experience) in Education, Organizational Psychology, Human Capital Management, or related field; Doctorate preferred
7+ years of experience in corporate learning, performance consultation, or similar role
Adept understanding of Learning Sciences, Instructional Design, Assessment, Capability Mapping, and Modern Learning Experience Tools and Methodologies
3+ years of proven experience successfully leading the strategic design of firmwide learning and performance initiatives from initial ideation through delivery
2+ years of proven experience as a performance consultant, successfully leading others to diagnose and solve complex human performance challenges
2+ years of proven experience successfully facilitating Design Thinking sessions and workshops and/or User Experience research projects to develop learning and performance strategies in partnership with end-users; IBM Co-creator Badge preferred
2+ years of proven experience identifying opportunities for learning and performance to yield measurable business outcomes, making business cases (ROI; Cost/Benefit Analysis), and delivering projected results
Proficient understanding of the Financial Services Industry and Talent Management, with specialization in at least one discipline
Proven ability to design and curate high-performance learning journeys and sequence and prioritize multiple learning and performance initiatives into streamlined, learner-centric journeys
Proven ability to collaborate with a wide variety of colleagues, employing diplomacy to achieve outcomes
2+ years of proven experience navigating highly complicated group dynamics and conflicting feedback to recommend solutions that meets all parties’ needs
2+ years of proven experience working on sensitive, privileged, and confidential projects, maneuvering high risk situations, and appropriately adhering to legal and compliance guidelines
Proven ability to establish trusted partnerships as a consultant to business and functional leaders, including executive leaders, employing objectivity and learning sciences to influence leadership decisions and achieve outcomes
Proven skilled facilitation and communication skills, including ability to explain complex concepts to audiences with a variety of backgrounds
Applied understanding of Systems Thinking, Root Cause Analysis, and Problem-Solving Methodologies to recommend learning solutions to complex performance challenges
Proven ability to successfully organize and manage multiple projects and processes in a dynamic, matrix environment
2+ years of proven experience effectively delegating responsibilities and informally leading cross-functional teams
2+ years proven experience successfully mentoring and coaching learning and performance professionals at a variety of levels
2021 FORTUNE 100 Best Companies to Work For® By Great Place to Work® and FORTUNE Magazine – Edward Jones was named No. 20 on the list.
From FORTUNE ©2021 FORTUNE Media IP Limited. All rights reserved. Used under license. FORTUNE and FORTUNE 100 Best Companies to Work For are registered trademarks of Fortune Media IP Limited and are used under license. FORTUNE and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of, Edward Jones Investments.
2021 Corporate Equality Index – Edward Jones joins the ranks of 767 major U.S. businesses that received top marks in the Foundation’s 19th annual scorecard on LGBTQ workplace equality.
From The Human Rights Campaign. All Rights Reserved
2021 Training Top 100 list – Edward Jones ranked No. 19, up six spots from last year in its 21st consecutive year on this prestigious list.
J.D. Power, 2021 – Edward Jones has ranked “highest in Employee Advisor Satisfaction among Financial Investment Firms” in the J.D. Power 2021 U.S. Financial Advisor Satisfaction Study.
Edward Jones received the highest score among employee advisors in the J.D. Power 2007,2008, 2010, 2012-2015, 2017-2021 Financial Advisor Satisfaction Studies of employee advisors’ satisfaction among those who are employed by an investment services firm. Visit jdpower.com/awards for more information.
Edward Jones does not discriminate on the basis of race, color, gender, religion, national origin, age, disability, sexual orientation, pregnancy, veteran status, genetic information or any other basis prohibited by applicable law.
At Edward Jones, we value and respect our associates and their contributions, and we recognize individual efforts through a rewards program that promotes a long-term career, financial security and well-being. Visit our career site to learn more about our total compensation approach, which in addition to base salary, typically includes benefits, bonuses and profit sharing. The salary range for this role is based on national data and actual pay is based on skills, experience, education, and other relevant factors for a potential new associate:
