Learning & Delivery Specialist

Fortive

Learning & Delivery Specialist at Fortive creating reusable learning curriculum for global teams. Collaborating with Talent Planning and HR to drive learning outcomes and content effectiveness.

Posted 7/23/2026full-timeRemote • Washington • 🇺🇸 United StatesMid-LevelSeniorWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in Learning Design and Curriculum Development, with a strong focus on needs analysis, content creation, and iterative improvement. Capable of managing internal and external expertise networks while applying change management frameworks to enhance learning outcomes.

Highest-signal resume keywords

Learning DesignCurriculum DevelopmentChange ManagementTalent DevelopmentLearning Technology Orientation

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Needs AnalysisContent DevelopmentCurriculum BuildPilot TestingIterationBlended LearningMicro-LearningVirtual FacilitationInstructional DesignLeadership Development

Soft Skills

Resourceful Builder MindsetBias For ExperimentationCollaborationAdaptabilityCommunication

Tools & Technologies

Learning Management System (LMS)AI Learning ToolsFacilitation GuidanceLeader ToolkitsCohorts

Industry Keywords

Human ResourcesOrganizational DevelopmentIndustrial/Organizational PsychologyTalent PlanningCapability Building

About the role

Key responsibilities & impact

Partner with Talent Planning, People Insights, Talent Enablement Partners, OpCo HRVPs, and FLT stakeholders to turn business strategy and talent signals into clear capability needs and learning outcomes that OpCos can use immediately.
In partnership with Talent Planning understand OpCo needs to inform most common, highest-impact learning and capability gaps to inform centralized content development.
Frame learning demand in an 80/20 way: define the reusable core (so OpCos can move faster) and the "last mile" customization needed for local relevance and adoption.
Design and develop curricula and content that OpCos can deploy with minimal friction—clear, practical, and built for real leader/employee use in the flow of work.
Establish and maintain a shared set of learning content that covers priority capabilities, including: (TBD) GEM leadership capabilities, FBS Fundamentals, people leadership, change management, onboarding, and other priority capabilities as defined by the roadmap.
Build content with a reuse-first mindset: start with off-the-shelf learning when it fits, then add Fortive or OpCo examples only when they improve usefulness, uptake, and outcomes.
Support delivery of Fortive-wide learning moments and curriculum (ECO, GMDP, FBSLO, ALE, FLS, etc.).
Own the design and development of change management curriculum and capability-building content, in partnership with the FBS Office, for localized delivery through TE Partners.
Operate with a bias for quick pilots: test with one or more OpCos, measure usefulness and adoption, iterate fast, and scale what works.
Run tight VOC loops with Talent Enablement Partners, learners, and OpCo HR/people leaders to improve content clarity, usability, and real-world application.
Define lightweight effectiveness measures (participation, completion, on-the-job use, leader feedback, and business-aligned outcomes where possible) and use results to refine the roadmap.
Maintain a leading practice library across OpCos (what’s working, assets, approaches, facilitators) so OpCos can reuse proven tools instead of starting from scratch.
Facilitate simple benchmarking across OpCos and with external sources to keep content current, practical, and effective.
Build and manage an internal and external expertise pool (SMEs, facilitators, vendors, platforms, and content sources) to accelerate development speed and quality—including researching and selecting best-fit options as needs evolve.
Listen, test, and incorporate input—while keeping the bar high for quality and making sure content is easy for OpCos to reuse and deploy.

Requirements

What you’ll need

Bachelor’s degree required, ideally in Human Resources, Learning & Development, Education, Organizational Development, Industrial/Organizational Psychology, Business, or a related field. Master’s degree preferred.
Typically 6–8+ years of experience across learning design, curriculum development, leadership development, talent development, instructional design, or related capability-building roles.
Strong learning design and curriculum development capability (needs analysis → learning objectives → content/curriculum build → pilot → iteration → scale).
High bias for experimentation and iteration; comfortable testing content quickly, incorporating VOC, and improving continuously.
Resourceful builder mindset: able to curate, adapt, and integrate off-the-shelf learning efficiently (vs. creating everything from scratch).
Fluency with modern learning delivery approaches and tools (blended learning, cohorts, leader toolkits, micro-learning, virtual/in-person facilitation guidance, AI) to scale adoption across OpCos.
Ability to build and manage an internal & external expertise network (SMEs, facilitators, vendors, content providers) and to apply benchmarks/leading practices appropriately.
Comfort partnering across a decentralized, multi-OpCo model—balancing local context with shared content, consistency, and reuse.
Familiarity with change management frameworks and the ability to design change capability content that integrates with FBS and operating cadence.
Learning technology orientation: able to shape content strategy that fits LMS capabilities and supports simple access, search, and reuse.

Benefits

Comp & perks

Health insurance
401(k) matching
Flexible work hours
Paid time off
Remote work options