INT-5A8B458 | LEARNING & PROGRAM DEVELOPMENT SENIOR SPECIALIST

The Learning and Program Development Senior Specialist is primarily responsible for the analysis, design, development, and implementation of learning programs for the organization and its clients. This role involves conducting human and technical skills training to support the learning needs of both internal and external stakeholders. Additionally, the role is responsible for creating and managing instructional materials, including e-learning modules, training manuals, interactive simulations, learning videos, and more. This position requires a fast-paced, organized individual who can pivot as needed to ensure creative and strategic ideas are utilized in developing learning curricula.

The main responsibilities of a LEARNING & PROGRAM DEVELOPMENT SENIOR SPECIALIST include:

• Content Creation: Create engaging learning materials and interactive instructional content, which may include e-learning modules, manuals, presentations, written materials, simulations, assessments, and other resources to foster effective learning experiences.
• Training and Facilitation: Conduct Human Skills and Technical Skills training for internal and external stakeholders as necessary. The role should also be capable of conducting new hire orientation and onboarding programs for internal new hires. Plan, organize and conduct training conferences and workshops. Source resource speakers and/or vendors for learning programs and events as needed.
• Research and Analysis: Research trends in learning and development as well as effective instructional methods applicable to internal and external stakeholders. Stay up to date with the latest trends, technologies, and best practices in instructional design and adult learning.
• Learning and Development: Design and facilitate Training Needs Analysis specifically for external stakeholders. Assess and discuss curriculum standards.
• Manage monthly and annual training calendars. Develop policies and procedures for training implementation as necessary.
• Assessment and Evaluation: Conduct training assessments, post training evaluations, and other learning surveys.
• Data Analytics: Analyze necessary KMC University data such as learning surveys, post training evaluation, training calendar, training needs analysis, and employee training hours. Provide feedback based on the analyzed TNA data and share recommendations for learning pathways.
• Growth Partner: Work with clients and external POCs to ensure learning pathways are met and necessary adjustments are made.