DIRECTOR OF TRAINING AND TALENT DEVELOPMENT

ABOUT ALUMNI VENTURES GROUP

Alumni Ventures Group is a fast-growing organization with roughly 100 employees across the country and a widespread, engaged community of 500,000 investors, entrepreneurs, and community members. AVG is dedicated to growing and engaging with this inclusive community to disrupt the status quo and build a better future.  In 2019, AVG was the third most active venture investor in the US.

Our headquarters in Manchester, NH provides back-office support and resources to our fund teams in Boston, New York City, Chicago, San Francisco, and Austin, TX.  On an annual basis, these teams raise funds from their respective alumni communities to invest in a diversified portfolio of promising start-ups. Our key competitive advantage as an investor is the combined scale and connectivity of our vast network, which provides capital, sources deals, and assists our portfolio companies.  AVG has successfully launched over 25 venture funds. We are private, for-profit, and not part of any school.

ABOUT THIS ROLE

The Director of Training and Development designs, delivers and manages training, development and performance management initiatives that support AVG in achieving business goals. Success for the Director of Training and Development will be measured the implementation of several key programs and processes in the first year that foster a productive, well-aligned and engaged workforce. This position plays a critical role in ensuring employee health and engagement through training and development programs that align with company values and help drive AVG forward.

Reporting to the Head of Talent and Human Resources the Director of Training and Development is based out of AVG’s Manchester, NH headquarters. role (as most are currently at AVG), with an office available in Manchester, Boston, or Chicago.  In the future, we expect this role to be based heavily in NH, Boston, or NYC, with either regular travel or remote work with our teams around the country, depending on the future public health situation.

OUTCOMES & RESPONSIBILITIES

OUTCOMES

  • AVG employees, interns, executives and board members understand the objectives of the organization and can articulate “success” for the company and for their own role; each stakeholder understands the part their team and position play in supporting the company’s success.
  • Employees and their supervisors have clear, up to date performance objectives and can articulate both quantitative and qualitative measurables that indicate progress to toward those objectives.
  • Managers, department heads, and executives have a clear view of the performance of their teams and employees.
  • The goals and focus of AVG’s investment team members and related operational teams are effectively aligned
  • AVG’s people managers are trained and executing on a playbook that supports company goals and employee health and engagement through the facilitation of consistent management practices across the organization
  • Employee surveys and additional relevant metrics indicate training, development and communication practices that support AVG’s goals and employee development.=
  • All AVG employees have a strong understanding of AVG’s business model, how the organization operates, and what differentiates AVG from its competition
  • All employees have a clear professional growth trajectory defined, with areas of development & opportunity identified.

RESPONSIBILITIES

  • Build and nurture productive working relationships across AVG’s business, including the leaders of our corporate and our investment teams to gain insight and support for training and development initiatives
  • Lead the ongoing development of training, performance management and talent development strategy, working closely with HR & Talent colleagues and AVG leadership
  • Drive engagement with development initiatives as measured by adoption and feedback from team members at all levels
  • Update and implement a performance expectations system across the company (including employees, interns, executives and board members) that aligns each department, team and role at AVG with the organization’s objectives.
  • Support AVG’s leaders and managers in the ongoing development of short term measurables and key deliverables that accurately reflect progress toward longer term individual, team and company goals
  • Develop, provide training on and ensure the use of a playbook that equips AVG’s people managers with the management tools and practices that support effective communication, direction and engagement with employees
  • Support performance management needs by designing and providing processes, tools and direction for managers and Talent & HR partners as requested
  • Collaborate across the organization to design and deliver a suite of “AVG 101” training modules to educate employees on AVG’s business and operations and informs all employees of the role that each department and team member plays in the company’s success
  • Support the Head of Talent and HR and AVG’s leadership in the identification and mapping of “lynchpin” roles at AVG and participate in the development of succession planning and talent acquisition programming to ensure consistent high performance and productivity in key business areas
  • Work with the HR & Talent team, including the Senior Talent Partner and Head of Talent & HR to identify and develop dashboards, reports and analytics to measure the progress of training, development, talent acquisition and employee health and engagement.
  • Provide regular reporting and communication to HR & Talent colleagues and business leadership on performance, engagement, and talent initiatives.
  • Further develop AVG’s orientation, onboarding and inboarding processes to support low “time-to-productivity” for new employees or those transitioning into new roles
  • Develop and manage the AVG Total Rewards training
  • Leverage feedback from all levels to develop and provide training to AVG’s managers, ensuring people managers have effective fundamental skills and strong management practices used consistently across the organization
  • Collaborate on and support the design and use of feedback processes and employee surveys to inform improved training and development and HR & Talent initiatives 

REQUIREMENTS

EDUCATION & EXPERIENCE

  • Bachelor's degree in Human Resources, Organizational Development, Leadership Development, Industrial Organizational Psychology or related field required
  • MBA desirable
  • 10-15 years of experience in People Strategy/Human Resources, Talent Management or Organizational Effectiveness
  • Experience designing and implementing customized, cross-functional, training and development programs to improve productivity and performance, foster positive management practices, enhance organizational alignment and advance employee health and engagement
  • Significant experience working within a rapidly growing startup organization
  • Successful experience working with executive teams, senior leadership and first-time people managers

SKILL & COMPETENCIES

  • Strong design skills with a good sense of user experience leveraging learning and educational practices
  • Highly effective communication and relationship building capacity, readily able to decipher stakeholder interests and identify and deliver on the opportunity to address business goals and team or individual needs
  • Strong analytical capabilities with experience organizing and interpreting HR and business data and to support the development and effective training and development programs
  • Capable of translating organizational goals into talent and development practices
  • Can efficiently design and deploy “consumer friendly” training initiatives to address gaps and opportunities that will deliver on business goals
  • Extremely well-organized with demonstrated success both managing and integrating multiple projects and initiatives, including those that require support and engagement from various business leaders

Alumni Ventures Group is an equal opportunity employer and our team is committed to achieving and supporting a diverse workforce through fair and equitable Talent and people management practices. We consider applicants for all positions given the needs of our business and the relevant team, and the skills, experience and competencies each candidate brings. If you are excited about the work AVG is doing and believe your skills, experience and competencies can create impact for our team, our Limited Partners and our portfolio companies, we encourage you to apply. Your candidacy will be considered based on your ability to add value, regardless of your race, color, religion, sexual orientation, gender identity, national origin, veteran or disability status.  

 

 

Apply for this Job

* Required

  
  


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Alumni Ventures Group are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.