FieldCore Global Learning and Development Manager III,18-1315 in Des Moines, Iowa

Global Learning and Development Manager III,18-1315

Human Resources

Houston, Texas

Remote, United States


FieldCore, a GE company, is a new, independent industrial field services company that will deliver the highest standard of field services excellence and capabilities for GE and its customers. FieldCore will bring together the field services expertise and people from both Granite Services and GE’s Power Services into one powerhouse. Driven by the values of safety, quality, and integrity, FieldCore will be built to deliver operational excellence for customers in the power generation, oil & gas, nuclear, and wind power markets. For more information, check out at

Role Summary/Purpose

The Learning and Development Manager III will develop and manage technical talent performance, competency and delivery methodologies for technical, EHS and quality learning strategies in support of the field population. This role will partner with the Service Line Leadership and Human Resource functions to ensure that the correct tools are in place and the data provided to support increased capacity via skills development and performance which address critical organizational and talent opportunities for the field population globally. This position reports directly to the Senior Director of Global Technical Learning and Development

Essential Function:

  • Owner of the technical field performance attributes and tools (including critical experiences, competency performance and career models) that support high quality career discussions, drives individual growth and promote organizational growth for Field Employees in all Service Lines.

  • Collaborate closely with business unit and corporate senior leaders and HR on organization capability assessment, gap management, technical performance attributes via assessment and individual development plans for all Field Employees.

  • Develop and oversee standardized field performance management that supports the HR function and provide the tools needed by HR to support formal and informal performance review processes.

  • Define an evaluation methodology and implement tools to evaluate Global Training (Internal, External, 3rd Party) as a program that ensures connectivity and compliance with competency and quality initiatives.

  • Partner with Organizational Talent and Development Recruitment efforts by providing tools used for benchmarking new hire Field Employees.

  • Own the FieldCore Competency Frameworks that support all Field Service Functions, regardless of Service Line.

  • Identify global training needs based on the competency model operational feedback, partnership with Regional HRMs, Quality and Productivity Teams to develop new training programs to address the needs

  • Manage the activities of the Learning and Development organization from a delivery methodology prospective, specifically as it pertains to championing ideas around micro-learning, just in time training, e-learning and field assessment.

  • Partner with GE Teams, including the PS Competency Program Manager and PS Field Execution Council, to develop and implement programs which enhance field performance through employee development

  • Define an Instructor and Field Assessor Evaluation and Qualification methodology, implement the tools that provide substance and rigor to this method, and manage the function.

  • Provide Group facilitation, training, and presentation to various organizational audiences.

  • Collaborate with the Global Resource Operations and Global Organization and Talent Development Team to ensure best practice sharing and coordination of efforts in executing global plans for common needs such as leadership development, manager development, and professional skills training.

  • Maintain knowledge of talent development practices by performing independent research, attending workshops, reviewing professional publications, establishing personal networks and participating in professional societies

  • Develop customized assessment and feedback tools for field population and support effective development action plans as necessary.

  • Develop quantitative and qualitative metric tools to measure impact of career development on effectiveness, engagement and retention; give input to programs as needed to support the evolving needs of the business.

  • Support the administration of the SuccessFactors Learning Management System.

  • Perform other duties as assigned


  • Ability to think strategically while delivering tactically in an evolving environment

  • Strong collaboration, interpersonal, facilitation, and influencing skills across geographies, levels, and functions

  • Ability to adapt quickly, stay flexible, and utilize resources effectively

  • Global thought leadership

  • Results-oriented

  • Detail driven

  • Time Management and planning skills

  • Some travel required

  • English proficiency required


  • Bachelor’s degree in adult education, organizational development or related field required.

  • Minimum 10+ years of progressive experience, including performance improvement, coaching, and learning & development

  • Minimum of 5+ years’ experience with Learning and Competency Development Program Management

  • 5+ years managing and developing employees

  • 4+ years of specialized industry experience

  • Demonstrated success working in multi-country, matrix driven manufacturing or engineering environments.

  • Experience with learning management systems, authoring software, and webinar technologies desired


  • Graduate degree preferred

  • Certification preferred learning and training disciplines

We are an Equal Opportunity Employer, including disabled and vets.

For more information regarding affirmative action and equal employment opportunity click here at