Learning & Development Specialist 

• Instructional Design & Content Development:
  • Lead the design and development of end-to-end blended learning programs, including workshops, learning paths and on-demand resources.
  • Apply adult learning principles and instructional design models (e.g. ADDIE and agile ) to create impactful learning experiences.
  • Develop decks, facilitation scripts, assessments, activities, simulations, and other elements that enhance engagement and reinforce learning objectives.
  • Build out learning programs on our leadership development Sharepoint site. Work with partners (HRIS, IT) and stakeholders (people teams) to ensure the effectiveness of the portal.
  • Ensure content is accessible and inclusive, leveraging diverse instructional methods to address various learning styles and levels of audience.

• Program Delivery and Facilitation
  • Facilitate engaging in-person and virtual training sessions for both corporate and craft populations that encourage participation, collaboration, and knowledge transfer.
  • Deliver expert facilitation at project sites for the craft population, adapting training methods to be relevant, practical, and impactful in the field.
  • Demonstrate the ability to build credibility and rapport with frontline employees by understanding field operations and industry context.
  • Lead Train-the-Trainer programs to cultivate internal subject matter experts and program mentors.
  • Facilitate technical, leadership, and professional development programs for field leadership.
  • Adapt facilitation style to different audiences, including leadership, technical teams, and all-staff.
  • Support change management and communication efforts to promote training initiatives, drive participation, and ensure adoption.
  • Provide ongoing program management support on all developmental programs.
  • Coordinate, facilitate, and track compliance training, ensuring alignment with regulatory and organizational requirements (e.g., annual compliance months)

• Skill Gaps & Needs Analysis:
  • Collaborate with leadership and stakeholders to conduct needs assessments and identify skills gaps.
  • Align learning solutions with organizational goals and skills needs, ensuring they address organization, team and individual performance improvement and long-term talent development.
  • Recommend learning interventions based on data analysis, research, and trends in the field of learning and development.
  • Be able to assess the skills of employees, session participants, etc. to adapt trainings as necessary

• Program Evaluation, Reporting, and Continuous Improvement:
  • Prioritize the learning effectiveness strategy and ROI of learning when designing learning initiatives.
  • Regularly evaluate training effectiveness using metrics, feedback, and performance data to improve outcomes and learning experiences.
  • Iterate and enhance training and learning materials based on evaluation data and evolving organizational needs.
  • Track training completion and compliance metrics, maintaining accurate reporting for internal stakeholders and audits.

• Technology & Innovation:
  • Leverage our LXP and LMS, eLearning tools, and virtual training platforms (e.g., Teams, Sharepoint) to deliver content effectively.
  • Explore emerging technologies, such as AI-powered learning and other tools to innovate and enhance learning experiences.
  • Stay current on industry trends, sharing insights and best practices with the broader team.
     
• Cross-Functional Collaboration
  • Work with the Sr. Manager of Learning & Development to ensure learning efforts are integrated with talent development and career pathing strategies.
  • Partner closely with HR Business Partners to monitor training completion aend ensure acocuntability.
  • Partner with leaders to create learning paths and content for project management and support functions across the organization.
  • Partner with the Talent Team to coordinate training logistics, scheduling, communication, and implementation support.
  • Collaborate with operations leadership, including Safety, to identify skill gaps and training needs.

• Education:
  • Bachelor’s degree in Instructional Design, Education, Human Resources, Organizational Development, or related field (Master’s degree preferred).
• Experience:
  • Minimum of 5-7 years of experience in instructional design, learning facilitation, and/or talent development.
  • Experience designing and delivering field-based training (preferably in construction, solar, or other craft-heavy industries).
  • Demonstrated ability to connect with and related to craft/field employees, tailoring training content and style for diverse audiences.
  • Proven expertise in developing and delivering large-scale learning initiatives in a corporate environment.
  • Experience with LMS management and digital learning tools.
• Skills:
  • Strong knowledge of instructional design models and adult learning theories.
  • Excellent storytelling and deck-building skills with the ability to translate complex ideas into clear, engaging, and visually compelling presentations.
  • Excellent facilitation and presentation skills with the ability to engage diverse audiences.
  • Strong project management skills with the ability to manage multiple initiatives simultaneously.
  • Exceptional written and verbal communication skills.
  • Proficiency in learning technology tools (e.g., Articulate, Captivate, Rise, Storyline) and video editing software.)
  • Ability to analyze data and apply insights to improve learning outcomes.

• Stationary Position: frequently remains stationary up to 90% of the time and sitting up to 8 hours in a day
• Move/Traverse: infrequently bend, stand, stoop and/or walk
• Carry Weight: infrequently carry weight and/or lift objects (light to heavy) weighing up to 10 pounds
• Hearing and Speech: frequently communicates with the ability to hear and talk on a regular basis with employees, coworkers, and all personnel matters; must be able to exchange accurate information in these situations
• Sight: frequent use of sight to detect images on computer, office documents, and office objects near and far
• Climb: occasionally ascends/descends on stairway to get to office upper and lower floors
• Travel: up to 25% as needed

• Regular professional, office business setting
• Noise level ranges from low to moderate (if in office setting)
• Noise level ranges from moderate to high (if on construction worksite)
• Under the Office Mobilization Plan (OMP) policy, the role may transition to an onsite or hybrid arrangement, as determined by business needs and the Head of Department