Sr Learning & Development Specialist

• Minimum EducationBachelor's Degree Education, Human Resources, or related field (Required)Master's Degree Education, Human Resources, or related field (Preferred)Minimum Work Experience* 5 years Designing training and education strategies for adult learners (Required)* 5 years Facilitating training, strategy sessions, or related meeting types (Required)* 3 years Developing e-learning courses for adult learners (Required)Required Skills/Knowledge* Thorough and broad experience using Analysis, Design, Development, Implementation, and Evaluation (ADDIE) or similar instructional design process.* Thorough and broad knowledge of adult learning theories, practices, and techniques.* Proven ability to develop effective collaborative partnerships with business unit and organizational stakeholders of all levels.* Proven ability to design, develop, and manage strategic training programs for all levels in a large, complex organization.* Proven ability to develop effective performance-based learning solutions in instructor-led and self-paced formats.* Excellent facilitation skills in a variety of training and meeting formats.* Proficiency with Articulate 360 suite or similar e-learning authoring tool.* Proven ability to administer and manage learning management systems (LMS). Specific experience with Workday LMS is a plus.* Proven proficiency with MS Office.* Excellent needs assessment, project management, prioritization, and planning skills.* Highly resilient and adaptable when faced with change or new priorities.* Excellent written and verbal communication skills.* Experience managing training-related vendors is a plus.* Experience directly or indirectly leading others is a plus.Required Licenses and CertificationsInstructional design certification (Preferred)Functional AccountabilitiesInstructional Design Consultation and Partnering 
• With a goal of improving job performance, provide a broad range of instructional-design consultative service to all levels of employees for building knowledge, skills, abilities, and competencies.
• Collaborate with business unit stakeholders to develop complex, large-scale instructional strategies/solutions. These strategies/solutions will improve the performance of those the business unit supports, as well as members of their own team.
• Collaborate with senior organizational and HR leadership to analyze business needs (current and future) and recommend paths for positive organizational changes in culture and performance.

Training Development

• Develop and implement organization-wide onboarding solutions that provide new employees with effective roadmaps to learn, engage, and acclimate swiftly.
• Develop and implement specialized learning curricula that ensure key personas have the requisite knowledge, skills, and abilities for high performance in their roles.
• Conduct thorough needs assessments to discover learning solutions needed for business units and the organization. Diagnose obstacles to high performance, conduct gap analysis and facilitate interventions and group work to improve performance and outcomes.
• Design and develop learning strategies for large-scale efforts, identifying “best fit” learning solutions for the knowledge, skills, and abilities being taught.
• Design, develop, and deliver successful instructor-led and self-paced learning solutions for all levels of the organization. Components of successful solutions may include thorough testing, course/curricula LMS structures and assignment automation, vendor management, effective communication to learners, logistical invitations/support, event facilitation, functional implementation of e-learnings in the LMS, SharePoint hubs, documented procedures and workflows, job aids, and other relevant activities.
• Specifically, facilitate a variety of training and meeting formats for all levels of the organization. This may include direct instruction, strategy-session facilitation, or assisting other instructor/facilitators in a supporting “producer” role. These trainings/meetings may include face-to-face, hybrid, and remote formats.
• Implement evaluation metrics for learning solutions (e.g., surveys, knowledge checks, pre- and post-tests, behavioral change, results-based measurements), coupled with effective reporting to appropriate business units.

Team Building and Engagement
 

• Provide supportive management of the Learning Coordinator through a "dotted line" reporting relationship. Assign the Coordinator work through direct instruction and support. Report to the Manager, Education & Training, on day-to-day performance and growth.
• Able to lead small groups through the instructional-design process, engaging all members in discussion, problem solving, action planning and implementation.
• Effective in collaboration and comfortable working with all levels of seniority.
• Effective in conflict resolution and helping teams manage obstacles to their success.
• Help create an environment of performance and accountability.