Job DescriptionDescription
Join the world's leading advisory firm in staffing and workforce solutions. Known for our independent and objective insights, SIA's award-winning proprietary research, data, support tools, publications, and executive conferences provide a competitive edge to decision-makers who supply and employ contingent labor and drive solutions in an ever-evolving workforce solutions ecosystem.
We have been around for over 30 years and are owned by Crain Communications, giving us the flexibility and agility of a smaller company, and the stability and resources of a top-tier organization. We are searching for a Senior Manager, Learning & Development for our Contingent Workforce Strategies. The role will support our Certified Contingent Workforce Professional (CCWP) products and will report directly to the Senior Director, Contingent Workforce Strategies and Research.
Job Responsibilities:
Provide operational class support. This includes scheduling facilitators to teach, agenda creation, Zoom management for attendees and facilitators, and access to the testing platform following class participation.
Participate as a class facilitator. This requires insight and knowledge of the certification content.
Certification content review and updates to ensure continued accuracy, timeliness, and relevance to our evolving industry.
Create sales campaigns with the support of SIA Marketing and execute them through email, phone calls, and social media.
Responsible for the development and continuous support of CCWP Partners' involvement.
Provide occasional coaching to class participants for exam preparation.
Manage various CCWP reports including but not limited to: performance, revenue, and attendance.
Contribute content to CWS 3.0 and other relevant SIA products including webinars and conferences.
Partner with the Contingent Workforce Strategies Council (CWSC) to occasionally provide member support.
Attend CWSC internal meetings, external meetings, insight calls, conferences, and activities.
Opportunity to support various CWSC methodologies and tools.
CCWP Certified preferred
Basic Qualifications:
Minimum of 3 years of Training or Teaching experience
5+ years of industry experience
Must have an expert-level understanding of the contingent workforce solutions ecosystem and best practices
Excellent communication skills via verbal and written
Comfort with public speaking in a classroom setting and or in-person events
Expert in MS Office especially Excel, PowerPoint, and Word
Ability to travel (US and International) throughout the year (up to 30% travel)
Preferences:
BA preferred
Comfortable and experienced with ZOOM, Survey Monkey and NetSuite business applications
CCWP CW Program Management Certification preferred
CCWP SOW Management Certification preferred
SOW spend management knowledge and experience a plus
Previous sales experience is a major plus
Self-starter, highly motivated, flexible, and able to multi-task
Has passion and enjoys delivering knowledge transfer content and value to high-energy, staffing industry professional managers
This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.
Pay Transparency Disclosure:
The estimated base salary for this position is $100,000 - $120,000.
The final salary offering will take into accounta wide range of factors, including experience, accomplishments and location. The salary range provided should not be considered as a salary limit or cap. In addition to base salary, Crain also offers competitive benefits including retirement plan savings contributions and bonus opportunities based on individual and company performance.
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Brand Overview:
Founded in 1989, Staffing Industry Analysts (SIA) is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA's independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem, including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program.
Known for our award-winning content, data, support tools, publications, executive conferences and events, we help both suppliers and buyers of workforce solutions make better-informed decisions that improve business results and minimize risk. As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England.
Crain Overview:
has been at the forefront of the publishing industry for more than a century.As a privately held company, we maintain a personal responsibility for elevating our work to be the best it can be.
Environmental Demands
Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote.
An "in-office" role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves.
A "remote" role would allow an employee to work from a home office that is in one of the states Crain does business in. See list accompanying this job posting. We cannot employ a work from home employee unless they reside in one of these states.
A "hybrid" role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager's approval.
Many positions will also include work done in "the field." Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting. Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work.
Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required. It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required.
Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs.
Physical activities will include frequent in-person or virtual interactions. For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems. Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading. The typical physical requirements are light work-exerting up to 25 lbs of force occasionally and/or up to 10 lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Some positions will have additional physical requirements, including exerting up to 50 lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role.
41 CFR 60-1.35(c)
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor s legal duty to furnish information.