Management Development Specialist Lead (MDSL)

  ***Please note that this posting is for Internal GardaWorld employees only***

Management Development Specialist Lead (MDSL)

Reporting to the National Director, People and Culture, the Management Development Specialist Lead (MDSL) forms a bridge between the operational needs of the region, and the support provided by Aviation Corporate Services. They directly oversee the Management Development Specialists. They are nationally aware, and regionally focused.

The MDSL is responsible for managing a team of Management Development Specialists to achieve performance excellence. They integrate national learning and development strategies with regionally aligned service delivery objectives.

Core Accountabilities

Managing a team of Management Development Specialists

• Creating and maintaining a scheduling model that maps MDS capacity to forecasted learning demand, operational coverage for performance coaching of assigned SDM cohorts, and required orientation days.
• Setting clear expectations for on-the-floor presence and active engagement by MDSs to maintain coverage and responsiveness to operational needs.
• Prioritizing and assigning MDSs to deliver the Corporate Standard Training Program (CSTP) and the Corporate Training Yearly Work Plan (CTYWP), while flexing to region-specific ad hoc requirements identified with local leadership.
• Overseeing MDS delivery of training activities.
• Planning MDS travel to support knowledge worker learning and development at other airports.
• Tracking completion of MDS assignments and individual success indicator results.
• Providing timely, formal performance feedback and recognition to MDSs.

Coordinating learning opportunities for knowledge workers

• Liaising with the Training & Certification Manager to coordinate Runway Orientation Days and new-hire training for new knowledge workers.
• Coordinating necessary CATSA training for knowledge workers, focusing on elements of SDM training.
• Coordinating e-learning enrollment for knowledge workers.
• Coordinating with internal and external subject matter experts (SMEs) to provide learning opportunities for knowledge workers (e.g. Labour Relations training, AVSEC Management course, etc.).

Leading new learning and development initiatives

• Collaborating with regional leadership to analyze needs for new learning & development projects.
• Contributing ideas to instructional design and supporting learning content development.
• Leading implementation of new learning and development activities. This can include initial delivery of learning and development activities with regional leadership.
• Coordinating surveys, focus groups, and other forms of feedback that evaluate the effectiveness of learning and development activities, and determine the impact of training on employee skills, Key Behavioural Indicators (KBIs) and Key Performance Indicators (KPIs).
• Collaborating with internal stakeholders on making improvements to learning & development activities.

Operational Scope and Interfaces

The MDSL’s operational scope includes all learning & development related to knowledge workers across all operational areas:

• PBS, HBS, and NPS Screening Checkpoints and remote locations
• Management and coordination of screening contractor responsibilities under the SCM and ASSA.

This includes tasks related, but not limited to:

• Instructor-Led Training (ILT)
• E-learning
• Performance coaching & mentorship

Success Criteria

Team Success Indicators:

• Timely completion of required training activities for knowledge workers.
• Achievement of performance objectives designated by regional leadership.

Individual Success Indicators:

• Observed leadership presence, communication, and engagement with MDSs.
• Completion of assigned tasks in learning & development projects.

Profile of a Successful MDSL

A successful MDSL demonstrates:

• Strong emotional intelligence including self-perception, interpersonal, and decision-making skills.
• Ability to approach constructive criticism in controlled and live environments calmly and tactfully, with the goal of assessing knowledge worker material retention and ability to execute as per training.
• Strong ability to engage adult learners in classroom and on the job settings in ways that best suit the needs each individual learning need, enhancing the group training experience.
• Fair, transparent, and consistent management behavior.
• Proactive communication and follow-up with GMs, Directors, and support teams.
• Professional conduct that earns the confidence of knowledge workers and stakeholders.
• A strong continuous-improvement and learning mindset focused on personal growth and professional development.
• Subject matter expertise in a defined area of focus; a niche specialty that they can be known for and provide cross-cohort learning opportunities.

Previous experience:

• Minimum 1 year direct experience providing instruction as a primary trainer on diverse topics
• Minimum 1 year direct experience in content design and development of training program material (end to end)
• Experience in capacity and skill based scheduling assignments
• Minimum 2 years experience in direct people management role
• Previous experience coordinating training activities directly with CATSA
• Previous experience in data/trend analysis and responsive strategy