Sr. Principal Team Leader, Staff Learning

How We Work At Chick-fil-A

Chick-fil-A, Inc. ('Chick-fil-A' or 'the Company') Staff members play a vital role in achieving our strategic goals by developing their skills, fostering inclusive teamwork, and embracing innovation. All Staff are expected to contribute to a compelling future by inspiring and motivating those around them. Growth and development are essential at Chick-fil-A. We want Staff to seek new perspectives and adopt new methods to drive continuous improvement and adaptation to evolving business needs. Lastly, we ask Staff to seek wisdom, expect the best, accept responsibility, respond with courage, and think others first.

Our Flexible Futures Model offers a healthy mix of working in person (currently a minimum of 8-10 days per month) and virtually, strengthening key elements of the Chick-fil-A culture by fostering collaboration and community.

Overview

Chick-fil-A People Leaders are expected to manage work effectively for themselves and their teams, setting

ambitious goals and communicating clear expectations. They empower their teams through thoughtful guidance and

coaching, carefully nurturing our culture. By connecting team efforts to our strategic goals, they drive meaningful

business results and amplify the Support Center's overall effectiveness. Embodying our core value, 'We are better

together,' they cultivate belonging and enable each Staff member to contribute their unique talents.

Leading Work

The Learning Strategist translates business priorities and strategies into actionable, audience-centered learning

solutions across the organization. Partnering closely with Talent Consultants, business leaders, and subject matter

experts, this role aligns learning initiatives with organizational goals to ensure they are prioritized, audience-relevant,

and future-focused.

This leader provides consulting partnership, thought leadership, and learning strategy expertise for defined

audiences and initiatives, influencing stakeholders to ensure high-quality outcomes. Responsibilities include integrating learning into broader talent and organizational strategies, assessing learning needs, recommending

solutions, and embedding learning into key organizational initiatives.

Responsibilities

Leading People

At the highest level, People Leader responsibilities are represented in our leadership model, SERVE: See the

Future, Engage and Develop Others, Reinvent Continuously, Value Results and Relationships, and Embody a

Leader's Heart. More specifically, People Leader responsibilities include the following:

• Inspire and Engage the Team: Lead, develop, and engage the team to bring our Corporate Purpose and

Core Values to life, fostering a culture of growth and contribution.

• Set Goals and Drive Performance: Set performance goals that grow Staff contribution while also holding the

team accountable for achieving individual and team objectives.

• Coach and Develop Staff: Empower and develop Staff by delegating work that helps them grow, facilitating

effective performance conversations, and assisting Staff in identifying actions that will help them achieve

their performance and career goals.

• Prioritize Work and Remove Obstacles: Partner with the team and individuals to prioritize work and allocate

resources, helping remove obstacles and solve problems.

• Provide Feedback and Recognition, and Develop Self: Provide regular encouragement and recognition, as

well as constructive feedback, to help foster Staff member engagement.

Leading Work

• Focuses on long-term learning vision and aligning it with business and talent strategy
• Analyzes organizational goals, business trends and workforce skill gaps to develop comprehensive

learning strategy to serve multiple audiences

• Partner with Learning Partners and business stakeholders to assess needs, define problem statements,and recommend scalable, sustainable learning solutions
• Establishes metrics for measuring the effectiveness of learning programs and ensures alignment with

business impact (e.g., ROI)

• Manages a portfolio of learning solutions on behalf of Staff Learning
• Consults to selection and strategic oversight of vendor and agency partners
• Develops forecast and budget to support the necessary resources, data and insights required for

learning experience development

Required Qualifications (Knowledge, Skills, & Abilities)

• Consulting
• Adult Learning
• People Leadership
• Instructional Design
• Curriculum Development

Required Years of Experience

7

Preferred Years of Experience

10

Travel Requirements

20%

Required Level of Education

Bachelor's degree or equivalent experience

Preferred Level of Education

Master's Degree

Required Major/Concentration

I/O Psychology, Human Resources, Adult Learning, or Organizational Development

Relocation Assistance Provided

No