Learning Experience & Programs Lead – Change & Leadership

Candidates who live within 50 miles of Boston, MA; Portsmouth, NH; Seattle, WA; Indianapolis, IN; Columbus, OH; or Plano, TX will follow a hybrid schedule, coming into the office two days per week. Otherwise, this role is remote.

The ideal candidate brings a unique combination of instructional design expertise, project/program management discipline, and facilitation skills. In practice, this means they can not only design effective learning experiences, but also manage end-to-end program delivery, align stakeholders, and lead engaging sessions that bring content to life. They will translate complex change concepts into practical applications, facilitate workshops or labs that reinforce learning through experience, and ensure programs are executed with consistency, quality, and measurable impact across the enterprise.

The Learning Experience & Programs lead is responsible for designing and delivering scalable, high-impact learning experiences that build enterprise change capability across leaders and practitioners. This role operates at the intersection of learning design, change management, and program delivery, translating business needs and change priorities into practical, engaging learning solutions that drive behavior change and adoption.

The lead will support the development of enterprise programs (e.g., leader and practitioner capability building), apply user-centered design principles, and continuously improve learning experiences based on feedback, usage, and business outcomes.

Success in this role will be measured by the effectiveness of learning in enabling leaders and practitioners to apply change practices consistently, improving adoption, and scaling capability across the enterprise.

Responsibilities

• Conducts in-depth needs assessment to identify learning objectives, and to determine training solutions and other performance enhancement solutions (e.g., management reinforcement, rewards, role clarity, job aids, etc.) Consults with managers and various team members to develop individual training program goals, overall program objectives, and module objectives.

• Ensures training is focused on increasing the change capability of employees to perform in their job.
• Applies knowledge of instructional design theory to design course content, working with subject matter experts, management, trainers, e-Learning specialists, etc.
• At this level, creates new training programs from scratch, with some manager guidance, starting with conducting a formal analysis of training needs.
• Applies knowledge of adult learning theory to identify appropriate training media and methodologies based on audience learning styles, course content, audience location, point within the learning process, etc.
• Designing is created for traditional classroom, online classroom, self-paced e-Learning modules or a blend of approaches.
• Training methodologies may include group lecture, role play, simulation exercises, self-study, on-the-job training, computer-based training, etc.
• Works with e-Learning specialists to develop more sophisticated e-Learning programs and applications. Researches, selects, and modifies existing training curriculum, content, materials, job aids, etc. to meet learning needs.
• Reviews program evaluations, test results, and participant and manager feedback on training effectiveness to make recommendations for program improvement.
• Designs evaluation strategies and tools to determine whether desired learning and performance outcomes are achieved. Identifies needs for outside resources, and sources vendors, as appropriate. Handles vendor management, to include coordination of resources and ensuring quality of product and service levels delivered.

Hiring Manager: Marlys Marvel