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

Purposeof Role:


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

& certifications.

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.

Provides leadership

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.

Designs facilitation

strategy to account for Brand variation, limited space/location/environment,

employee engagement, and varied course formats.

Orchestrates Train

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

Identifies, selects,

& 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


Introduces multimedia

in training to include Flash, streaming video, audio narrations, etc. Manages

attendance & course registration platform.

15% EvaluatingLearning Impacts

Gathers, organizes,

& 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.

Designs &

implements survey tool, analysis reports & makes recommendations that

recognize change.

Develops and executes

behavioral in-store studies as a necessary component to highlight developing

opportunities. Addresses how interactivity affects learning that expands

on-line programs.

20 % TeamDevelopment & Leadership

Provides challenging

& 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.

Key Competencies

  • 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

Schedule: Full-time

Shift: 1st (Day) Shift

Job Number: 161698