The Estee Lauder Companies Director Retail Education, Estee Lauder in New York, New York
Director Retail Education, Estee Lauder
Brand: Estée Lauder Companies Corporate Departments
Director, Retail Store Development
Executive Director, Global Retail Operations & Education
Location: NYC Office
Director, Retail Education’s primary areas of responsibility include
Instructional Design, Managing Learning Programs, Learning Technologies, &
Evaluating Learning Impacts. Charged with invigorating the retail population
through the implementation of a successful launch of new virtual &
classroom learning programs that have broad reach & address training &
development objectives, costs, & business initiatives. Key focus on
initiative based training that is directly tied to the successful launch of new
initiatives to ensure early adoption
& end user engagement. Consistently directs on-boarding, on-going, &
initiative based training & development programs for the Retail population.
Introduces a Learning Management System that can support skill level courses
KeyResponsibilities & Tasks
30 %Instructional Design and Managing Learning Programs
Charged with the
design, creation & development of both formal & informal learning
solutions to meet organizational needs. Analyzes & selects the most
appropriate strategies, methodologies, & technologies to maximize the
Retail learning experience & impact. This includes mobile learning, social
learning, & formal/experiential learning. Responsible for ensuring
Instructional Design and Facilitation Standards are consistently applied in all
curriculums. Designs & establishes Facilitator & Participants guides.
Transcribes existing materials to this format. Introduces the new curricula
design to Regional Education Managers.
to execute & align with strategy, planning, monitoring, & adjusting
Retail learning & development projects & activities. Leads the audit of
existing course materials. Revise and enhances current materials by: Ensuring
course objectives can be achieved in current format and that we are using the
right tools to support Retail population.
Revise timing for
events ensure we balance Learner's needs with that of the Retail stores
Revise for language
Expand models for
learning to a discovery-based model where/when applicable
10% Training Delivery
Ensure the delivery of formal &
experiential Retail learning solutions in a way that both engages learners
& produces desired outcomes. Manages & responds to learners needs;
ensuring that learning is made available in the appropriate platforms, delivered
in a timely & effective manner. Introduces delivery technologies.
strategy to account for Brand variation, limited space/location/environment,
employee engagement, and varied course formats.
the Trainer event to introduce and instill facilitation strategy in Regional
Education Manager’s and Corporate Support facilitators
"hands-on" development of Regional Education Manager’s facilitation
skills. Transforms the BOOK & end user navigation. Once the design is in
place & executed, the Director, Retail Education oversees the communication
strategy to direct the learning experiences. Devises new e-learning/classroom
experiences, evolves current capabilities, platforms, & curriculums (i.e.
Special Handling Certification, PCI compliance, Medcor).
25 % LearningTechnologies
& applies a variety of technologies. Adapts technologies to ensure
alignment with specific Retail learning opportunities or challenges specific to
the retail population.
Defines the vision of
"E-Learning" for Retail population
Put in place a
relevant and incentive study plan to ensure utilization of E-tools. Designs the
content to ensure we are using the best tool/format for each course.
re-branding of RSD website; specifically reformatting fonts, graphics, &
type to align with Corporate Communication standards. Updates & maintains
in real time. Devises navigation strategy to ensure it serves as the primary,
credible resource for all of Retail & is established as the official new
in training to include Flash, streaming video, audio narrations, etc. Manages
attendance & course registration platform.
15% EvaluatingLearning Impacts
& analyzes information regarding the impact of learning solutions against
key business drivers. Presents information in a way that is meaningful to the
Retail population. Directs learning metrics & analytics to make informed
decisions. Addresses the opportunity for ongoing evaluation at the Retail store
and Learner level
Engages a survey tool
and implements for all curriculums.
implements survey tool, analysis reports & makes recommendations that
Develops and executes
behavioral in-store studies as a necessary component to highlight developing
opportunities. Addresses how interactivity affects learning that expands
20 % TeamDevelopment & Leadership
& stretch tasks & assignments for both the Senior Education &
Regional Education Managers. A hold frequent development discussions & is
aware of each individual’s career goals. Recognizes strengths & coaches
opportunities to meet both individual & organizational objectives. Pushes
the Education Team to accept developmental moves & takes on individuals who
need help & further development. Builds a strong team spirit.
Stayingabreast of new and emerging technologies & matching the appropriatetechnology to a specific learning opportunity or challenge
Movingbeyond the role of deliverer of training to a facilitator of learning, Contentcurator, information manager, & builder of learning communities
Fosteringa culture of connectivity & collaboration around learning via mobile &social technology
Designing& presenting learning as a process that engages learners in a variety ofways over time through formal & informal channels
Leveragingthe learning styles & preferences of generations
Playinga role in integrated talent management so that learning informs all theprocesses & systems that create organizational capability &understanding the role & contributions of the learning function
Anticipating& meeting the training & development needs of an increasingly globalworkforce & contributing to talent development where Retail needs it most
Demonstratingthe value & impact of learning by using metrics that are meaningful tobusiness & using data analysis to measure the effectiveness and efficiencyof learning & development
Continueto be business partner who aligns our activities to the Retail businessstrategies, goals, & environment, & can demonstrate return oninvestment, especially during challenging times.
Required Skills & Knowledge
6 years of retail experience required
3 years of retail leadership experience required with a strong focus on leading large/diverse populations
3 years of retail training & development experience required with a concentration on the design & implementation of training & development curriculums for large teams
Knowledge & proficiency of adult learning theories for classroom & online trainings.
Bachelors Degree is required
Job: Education / Training
Primary Location: Americas-US-NY-New York
Job Type: Standard
Shift: 1st (Day) Shift
Job Number: 161698