Development and Training Specialist (Finance)
Howmet Aerospace Inc. (NYSE: HWM), headquartered in Pittsburgh, Pennsylvania, is a leading global provider of advanced engineered solutions for the aerospace and transportation industries. Our primary businesses focus on jet engine components, aerospace fastening systems, titanium structural parts and forged wheels. With $7.4 Billion in revenue in 2024, our products play a crucial role in enabling fuel efficiency and lightweighting, contributing to our customers' success and making a positive impact on the world. To learn more about the way Howmet Aerospace Inc. is advancing the sustainability of our customers, markets, and communities where we operate, review the 2024 Environmental Social and Governance report at www.howmet.com/esg-report . Follow: LinkedIn , Twitter , Instagram , Facebook , and YouTube .
Equal Opportunity Employer:
Howmet is proud to be an Equal Employment Opportunity employer. We are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or other applicable legally protected characteristics.
If you need assistance to complete your application due to a disability, please email TalentAcquisitionCoE_Howmet@howmet.com Basic Qualifications
- Bachelor's degree from an accredited university
- Minimum of 3 years in learning, development and training.
Preferred Qualifications
- Experience in L&D in a manufacturing setting.
Responsibilities
- Develop Whitehall campus employees through design, development and facilitation of high-quality learning and development programs. Ensures employees complete corporate training.
- Creates Learning & Development communications (Intranet, e-mail, and learning brochure).
- Partner with campus leaders to understand business needs and identify/develop/schedule learning and development solutions, conduct needs assessment, facilitate learning and development activities. Works with leaders and employees to create robust development plans to help fill our succession pipelines.
- Provide guidance and coaching to managers and leadership in talent reviews to help set teams up for success.
- Supports Performance Management cycle with employees and managers to ensure all phases are complete and helps with systems issues when needed.
- Work with leaders to drive improvement in engagement for the campus.
- Manages tracking of training for the Whitehall Campus including training on the system, creating events and online classes, and input/testing/design of new features.
- Draft and submit applications and proposals to obtain training grants through government and foundations.
- Manage our 'Center for Change' facility to accommodate all learning and meeting needs.
Roles
- Enterprise developer--elevates campus capability through development; improves likelihood of successful execution against hoshin objectives through targeted initiatives; creates success pathways for individuals and the organization; gains satisfaction from the success of others
- Advisor and coach--provides expert guidance; enables and develops those who enable and develop others; provides direct counsel and feedback; contributes ideas and perspectives to business leaders regarding enterprise capability and talent initiatives and concepts; acts as a strategic partner
- Relationship and communication--interacts with a wide variety of stakeholders; facilitates communication and information exchange between stakeholders; guides and directs as needed; creates an environment of trust and confidentiality
- Organization and structure--detail and follow through oriented; serves as primary owner and educator for talent related systems and processes; coordinates development efforts and manages internal and external providers; creates sustainability and scalability for a growing campus; operationalizes hoshin through a talent lens
- Architect--stays abreast of industry and workplace innovations; anticipates individual, group and campus needs and constructs or procures to meet those needs; builds before needs become pain points
- Evaluation--monitors individual and campus response to development efforts; measures effectiveness; presents data and outcomes; calibrates measurement across the campus
- Business awareness--knows the business; prioritizes business outcomes when designing or evaluating options for development; can explain what we invest in and why from a business perspective; proactive to discover what happens in various plants and throughout the campus; initiates contact with other business leaders
- Influence--persuades without direct reporting authority; makes a strong business case; presents evidence and data logically; broadens perspective of others; gains commitment and buy in for initiatives at scale; advocates for initiatives and resources needed to support them; trains internal champions; accomplishes objectives both indirectly through the HR function and directly through plant leaders
