Learning Experience Designer

The Learning Experience Designer is responsible for creating engaging and compelling learning experiences for a variety of audiences using various delivery methods. This role will collaborate with SMEs in all areas of the organization to create and design courses and learning materials, develop assessment tools, and evaluate the effectiveness of learning modalities and programs.

Key Responsibilities

• Content velocity — build and ship learning content on a defined cadence (e.g., sprint- or backlog-based) tied to real business triggers such as change releases or general business needs. Utilizing automation where possible to maximize our output.

• LMS architecture – A key part of this role is ensuring we shape how our content will fit into our LMS in terms of enrollment rules, annuals, how one progresses through courses, and how they are packaged in the broader LMS to ensure we have reporting fidelity and an intuitive layout to progress through training.

• Audience intentionality – Work with various stakeholders, SMEs, and end users to ensure the content being created is clear and digestible for those who will use it. Leaning on center level expertise and at times physically going to centers to ensure there is a rich understanding of how to package information.

• Rapid, scalable design — use modular, template-driven course design (reusable objectives, assessment banks, branded components) so new courses can be assembled and localized quickly instead of built from scratch each time.

• Medium selection – Utilizing data from past content creation and in collaboration with stakeholders determine what is the right medium for learning. Understanding when to use the whole spectrum from PDF document to a hands on learning.

• Measure efficacy, not just completion — define success metrics for every piece of content before it launches and report on them against a regular cadence. Moving our work to an ROI/outcomes based approach to developing content.

• Close the loop with business outcomes — connect learning data to operational data (e.g.,NCRs, performance outcomes, etc) to show which content is being retained and impacting the business as intended.

• Other duties as assigned.

Skills, Knowledge and Expertise

• Track record of standing up or scaling a high-volume content pipeline — able to talk concretely about output (courses/assets per month or quarter) and how it was achieved, not just individual projects.

• Working knowledge of learning analytics — comfortable relating content to metrics around velocity of creation, information retention, and outcomes.

• Basic graphics/video creation and editing skills (e.g., Photoshop, Premiere/Camtasia, Illustrator, Vyond) to produce or direct polished assets quickly.

• Knowledge of gamification and microlearning principles and where they genuinely improve retention versus add production time for no benefit.

• Experience administering a Learning Management System , including configuring automated workflows (enrollment, reminders, reporting).

• Strong project and backlog management skills — able to run a content pipeline against shifting business priorities without losing quality.

• Excellent organizational skills, attention to detail, and problem-solving skills.

• Exceptional verbal and written communication skills, including the ability to distill SME input into clear content quickly.

• Demonstrated sound judgment making decisions and trade-offs (speed vs. polish, build vs. automate) with minimal supervision.

• Proficient with Microsoft Office Suite or related software.

Benefits

• Significant career growth opportunities in a fast-scaling environment

• Competitive pay

• Medical, dental, and vision insurance

• Paid time off and company holidays