Learning and Development

• Drive Mentor Training & Development
• Design and deliver onboarding that prepares mentors for the range of settings they’ll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors' ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.
• Partner with Curriculum and Program Teams
• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the "here's how you actually run this" version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what's working and what's not: which activities are mentors struggling with? Where do fidelity scores dip?
• Reach College-Aged Mentors Where They Are
• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn't necessarily work now.
• Get Out in the Field
• Spend roughly 10–15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need.

Learning & Development Specialist

• Drive sales excellence of the commercial teams by enhancing their knowledge, skills and competencies needed to drive business results.
• Work closely with cross-functional department leaders and stakeholders to assess education needs and market nuances and develop, modify, and deliver education to align to specific market or departmental needs.
• Analyze the effectiveness of education programs through review of education and facilitation delivery metrics, sales productivity reports, and learner/stakeholder feedback.
• Act as a subject matter expert to develop education content for internal and external audiences.

Learning & Development Partner

• Act as a trusted thought partner to HRBPs, bringing integrated perspectives across talent strategy, org design, workforce planning, and development
• Build strong relationships across the function/region to understand context and anticipate needs, in alignment with HRBP priorities
• Bring discipline and structured approaches to organization readiness, change, and culture initiatives, partnering with HRBPs to align on priorities and execution
• Partner with HRBPs and leaders on forward-looking workforce planning, contributing expertise in org design, capability building, and succession considerations
• Translate business strategy into scalable org and capability solutions in collaboration with HRBPs and COEs
• Partner with HRBPs to shape and execute change management strategies, ensuring organizational shifts are intentionally designed, sequenced, and sustained
• Maintain continuity of organization development efforts across supported functions, providing ongoing insight into leadership and team needs
• Integrate skill needs, leadership development, organization shifts, and culture priorities into cohesive, outcome-driven approaches

Senior Specialist, Talent Development – Talent Partners

• Lead the design of modern learning experiences that are practical, relevant, and measurable
• Collaborate across teams to align learning strategies with business goals
• Experiment with new tools and formats to keep learning fresh and effective
• Leverage AI tools in a business setting, including Microsoft Copilot, prompt development, and AI-driven workflows or agents

Instructional Designer

• Support the development and implementation of learning and development programs aligned with business needs.
• Deliver and coordinate training programs, including onboarding, technical skills, and continuous improvement initiatives.
• Collaborate with cross-functional teams to identify learning needs and assist in developing targeted training solutions.
• Support and guide Ambassadors across our four Innovation Centers, providing coaching and day-to-day direction.
• Assist in evaluating training effectiveness through feedback, assessments, and basic reporting.
• Help create and update training materials, including e-learning modules, instructor-led content, and job aids.
• Ensure training activities follow organizational standards and established best practices.
• Support training compliance efforts and assist with audit readiness across our four Innovation Centers.
• Maintain accurate and up-to-date training records for employees.
• Track completion of required certifications and compliance training.
• Assist in preparing reports on training completion, compliance status, and potential gaps.
• Partner with internal teams to help meet regulatory and operational requirements.
• Other duties/responsibilities as necessary.

Learning Specialist

• Facilitate advanced, high-impact, or enterprise-wide training programs
• Design and deliver learning pathways and Train-the-Trainer sessions
• Apply adult learning theory to manage cognitive load and retention
• Evaluate learning effectiveness using assessment and evaluation data
• Coach trainers and managers on facilitation effectiveness and learning transfer
• Diagnose performance gaps and recommend learning or performance support solutions
• Leverage technology and AI tools to enhance learning design and delivery
• Partner with business stakeholders to support change initiatives

Corporate Trainer

• Develop, plan, coordinate and deliver training curriculum and development programs for SP sales employees
• Lead the training process end-to-end including needs analysis, content development, training delivery
• Collaborate with Human Resources and Education departments to coordinate comprehensive product-focused sales training curriculum
• Lead new hires through their onboarding journey and ensure their comprehension and confidence
• Maintain a calendar of new hire training to ensure alignment with employee success
• Build relationships with sales colleagues and leadership
• Deliver instructional content and certify sales team product knowledge
• Partner with the Education team to communicate science and key selling messages of SP products
• Create high-quality content including fact sheets, instructional videos, and audio guides
• Ensure ongoing training and program reinforcement

Product Sales Training Manager

• Developing, implementing, and driving learning strategies within assigned business lines or units
• Interacting and effectively managing relationships with Talent Consultants and senior leadership
• Creating strategy and vision for the learning plan aligned with business and talent priorities
• Cultivating networks and establishing proactive partnerships with stakeholders
• Consulting on learning solutions that support talent strategies
• Supporting business change and growth
• Creating and delivering external market insights and qualitative and quantitative data
• Recognizing trends and assessing learning strategy effectiveness
• Assessing and managing risk considering the business objectives

Learning Consultant

• partner with business leaders and Learning Performance Consultants to gather and validate learning requirements
• performs analyses, designs, and develops learning curriculum to improve performance of USAA employees
• assess the learning outcomes that need to be developed
• understand the performance expectations and gaps
• assists in deriving the appropriate learning solution
• develops and implements strategic design initiatives and learning experiences that advance business goals
• ensures alignment with L&D objectives, business strategy, and our USAA mission
• collaborate with cross-functional teams while acting as liaison between the Design team and stakeholders to ensure timely delivery and adherence to project goals
• completes peer to peer reviews to ensure consistency, quality, and appropriate use of course content guidelines
• develops tools and processes to measure effectiveness of curriculum solutions and learner performance
• develops and maintains strong relationships with third-party vendors as main point of contact for content management
• synthesizes analyses, identifies root causes, and provides recommendations that influence business solutions
• serves as a mentor and coach to peers and team members for assigned area of responsibility

Senior Instructional Designer – Property Claims

• Design and implement a comprehensive wholesaling training strategy aligned with business objectives, sales segmentation, and distribution channels
• Develop scalable programs across onboarding, product knowledge, advisor engagement, and consultative selling
• Lead the end-to-end onboarding experience for new team members across internal and external wholesaling teams
• Collaborate with Product Marketing, Investments, and Portfolio Management teams to translate complex investment concepts into practical learning experiences
• Develop training focused on territory management, segmentation, and advisor engagement strategies
• Partner with Sales Leaders to promote consistent coaching practices and performance development

Sales Training Manager

• Lead the strategy, development, and execution of SDI’s learning and development initiatives, ensuring alignment with organizational goals and employee growth needs
• Responsible for designing scalable training programs, overseeing implementation, and measuring effectiveness to drive continuous improvement and performance outcomes
• Developing and implementing our training and development strategy in alignment with organizational goals and objectives
• Identifying training needs and priorities through needs assessments, performance evaluations, and stakeholder feedback
• Designing, developing, and delivering training programs and materials using various instructional techniques and formats, including instructor-led training, e-learning, and workshops
• Evaluating individual and organizational performance to ensure training is meeting business needs, improving performance, and supporting career growth initiatives
• Developing and maintaining an annual training calendar and schedule
• Leading and facilitating training sessions and workshops, ensuring a positive, effective, and engaging learning experience for participants
• Providing coaching and developmental support to staff to enhance their skills and effectiveness
• Tracking and reporting on training metrics and KPIs to measure the impact and ROI of training programs
• Staying updated on industry trends, best practices, and emerging technologies in training and development

Learning and Development Manager

• Deliver exceptional learning and development experiences for the department
• Design comprehensive training programs, tools, job aids, and additional supplemental documents
• Assist the Risk Management Specialists to develop techniques and tools to empower them to become more effective peer educators
• Collaborate with field leadership to support the development of new and existing employees through coaching, reinforcement, and accountability
• Design a progressive new hire training program that brings to life the pillars of Risk Management and teaches staff what it means to be a Risk Manager at PURE
• Ensure Risk Managers have the technical skills to successfully navigate our systems and processes

Technical Training Specialist, Risk Management

• Create and maintain a positive and professional learning environment in the organization
• Design and expand training and development programs
• Set the standards and expectations through your conduct, work ethic, integrity, and character
• Create and deliver end-user, partner, and distributor training which includes curriculum, training, and exams for all general preparatory courses prior to enterprise endorsement
• Deliver technical preparatory training covering basic skill requirements as identified by enterprise needs
• Accomplish projects and motivate trainees through effective training
• Continuously improve training programs and other learning opportunities across the organization
• Amend and revise programs as necessary for them to adapt to the changes occurring in the work environment
• Act as the content expert, and maintain relevant training documents and training materials for training conducted
• Develop and create effective induction programs
• Monitor and review trainees’ progress through questionnaires and discuss with their managers
• Audit trainees in field to ensure strict adherence to company policies
• Ensure that statutory training requirements are met, understand e-learning techniques and identify where they are relevant, and be involved in the creation and/or delivery of e-learning packages
• Research and present new technologies and methodologies in workplace learning
• Ensure that all trainees adhere to the company’s Code of Conduct.
• Support learning and development of our Roadside Assistance Specialist

Learning Experience Leader – Roadside Assistance Specialist

• Support the design, development, and delivery of training programs across the plant and enterprise.
• Assist in assessing organizational and role-based development needs.
• Contribute to the creation and maintenance of training materials, curricula, and learning resources.
• Collaborate with leaders, subject matter experts, and departments to identify training needs and priorities.
• Help plan, coordinate, and support training sessions, including classroom, virtual, and on-the-job training.
• Assist with facilitation, coaching, mentoring, and e-learning initiatives as needed.
• Support evaluation of training effectiveness and incorporation of feedback for continuous improvement.
• Maintain training records, documentation, and learning management system data.
• Provide logistical and administrative support for training initiatives to ensure smooth execution.

• Lead strategic learning initiatives in partnership with business leaders
• Integrate instructional design, change management, and learning analytics to create programs
• Manage performance support content and facilitate cross-functional initiatives
• Align learning solutions with business priorities and key performance indicators (KPIs)

Senior Instructional Designer – Success Enablement Group

• Lead the design and development of comprehensive learning programs across multiple modalities
• Apply advanced instructional design frameworks and learning science principles
• Design and develop full-scale onboarding curricula
• Build product enablement content
• Create scenario-based and situational learning content
• Develop sales play content and objection-handling guides
• Partner with stakeholders to conduct thorough training needs analyses
• Evaluate content libraries and develop a systematic content refresh
• Translate complex GTM priorities into structured learning journeys
• Contribute to the global enablement content strategy
• Produce high-quality learning assets
• Build and manage content within the MindTickle LMS platform
• Champion the use of emerging technologies in content creation
• Lead stakeholder engagement processes for content accuracy
• Support channel partner enablement by developing training and certification content
• Define learning objectives and design assessments
• Establish and maintain content quality standards
• Track content consumption and engagement metrics, translating data into actionable insights
• Present enablement content updates to senior stakeholders

Senior Instructional Designer – Sales Enablement

• **Essential Responsibilities**
• - Develop and maintain product knowledge training covering core features, use cases, competitive positioning, and compliance requirements.
• - Build business acumen curriculum that includes industry insights, organizational structure, customer segments, and company goals and initiatives.
• - Partner with leaders and internal learning resources to ensure content reflects current product capabilities and business priorities.
• - Create resources that help employees connect day-to-day responsibilities to broader company goals and the competitive landscape.
• **Role-Specific Onboarding Framework**
• - Design and manage a structured onboarding experience from pre-start through the first 90 days, including company orientation, role-specific training, and relationship-building activities.
• - Collaborate with hiring managers and department leaders to develop onboarding tracks that accelerate time-to-productivity.
• - Integrate product knowledge, business acumen, and core values into onboarding to establish a strong cultural and operational foundation.
• - Evaluate onboarding effectiveness through new hire feedback and 30/60/90-day check-ins, and iterate based on insights.
• **Skills & Capability Development**
• - Partner with the Organizational Development & Effectiveness Manager to conduct organization-wide skills and capability assessments aligned with role requirements and business goals.
• - Translate assessment findings into targeted upskilling programs tied to role competencies and career pathways.
• - Collaborate with department leaders to prioritize skill-building initiatives and define measurable outcomes.
• - Track and report on upskilling progress and capability improvements to HR and business stakeholders.
• **Learning Content Development**
• - Design and develop high-quality learning materials, including e-learning modules, facilitator guides, job aids, reference documents, and assessments.
• - Apply instructional design principles and adult learning theory to ensure content is engaging, relevant, and applicable.
• - Maintain a library of up-to-date learning materials aligned with current processes, tools, and expectations.
• - Partner with subject matter experts to translate complex or technical information into clear, learner-friendly content.
• **Blended Learning Strategy**
• - Design blended learning programs that combine instructor-led training, virtual sessions, self-paced learning, on-the-job application, and peer learning.
• - Select appropriate delivery methods based on audience, content complexity, and business needs.
• - Utilize e-learning authoring tools (e.g., Articulate 360, Adobe Captivate) to develop interactive learning experiences.
• - Evaluate program effectiveness and refine delivery strategies based on learner feedback and performance data.
• **Cross-Functional Collaboration**
• - Build strong partnerships with department leaders, managers, and subject matter experts to align learning initiatives with business goals.
• - Serve as a consultative L&D resource, advising stakeholders on strategy, design, and delivery.
• - Partner with the HR team to support learning across the employee lifecycle.
• - Participate in cross-functional initiatives to integrate development opportunities into broader business efforts.

• Facilitate engaging learning experiences across in-person, virtual, and hybrid formats—from one-hour sessions to multi-day programs.
• Coach learners to apply new skills on the job, reinforcing knowledge and driving performance improvement.
• Design and enhance training programs and materials that align with business goals and boost employee engagement.
• Measure learning effectiveness using data and feedback to continuously improve programs and outcomes.
• Collaborate cross-functionally with internal stakeholders and subject matter experts (SMEs) to identify learning needs and develop impactful content.
• Manage logistics including course registration, scheduling, classroom setup, and learner communications.
• Stay ahead of trends in talent development and leadership by researching and applying best practices.

Learning and Development Partner – Sales Training

• Create and maintain a positive and professional learning environment
• Design and expand training and development programs
• Set the standards and expectations through conduct, work ethic, integrity, and character
• Create and deliver end-user, partner, and distributor training which includes curriculum, training, and exams
• Deliver technical preparatory training covering basic skill requirements as identified by enterprise needs
• Accomplish projects and motivate trainees through effective training
• Continuously improve training programs
• Amend and revise programs as necessary
• Act as the content expert, and maintain relevant training documents
• Develop and create effective induction programs
• Monitor and review trainees’ progress
• Audit trainees in the field to ensure strict adherence to company policies
• Ensure that statutory training requirements are met
• Research and present new technologies and methodologies in workplace learning
• Ensure that all trainees adhere to the company’s Code of Conduct

• Serve as the Primary Administrator for our LMS, managing user groups, course versioning, and curriculum assignments.
• Troubleshoot technical hurdles for learners and ensure the digital learning environment is frictionless.
• Audit the system regularly to ensure all training content is up-to-date and correctly mapped to specific roles.
• Generate and analyze compliance reports to ensure 100% training completion for safety-critical roles.
• Build automated dashboards and recurring reports for Training Managers and stakeholders to provide real-time visibility into the team’s readiness.
• Coordinate the digital logistics for new hire classes, ensuring every teammate has the right access and learning paths assigned on Day 1.
• Act as the "right hand" to the training team, offloading administrative burdens so they can focus on high-level facilitation.
• Identify bottlenecks in current workflows and propose "smarter, not harder" digital solutions to keep the team agile.

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