Learning and Development

• Support the full document lifecycle including creation, review, approval, distribution, revision, archival, and obsolescence.
• Ensure controlled documentation complies with all required internal requirements including formatting of controlled documents.
• Route documents for signature and ensure requirements are met.
• Establish and maintain training matrices/curricula aligned to job functions.
• Create and manage training and document management metrics.
• Drive continuous improvement in training effectiveness (including onboarding, recurring training, and inspection preparedness) and document management processes.
• Ensure accurate training records and audit-ready traceability.
• Represent Document Control and Training at data reviews, including Management Review, highlighting trends, risks and improvement opportunities as requested.
• Ensure that documents are properly organized, stored, and accessible to authorized personnel.
• Maintain accurate logs and archives.
• Oversee document version control and support report generation.
• Support process and/or system related changes to the document management and training systems.
• Collaborate and follow up with cross-functional teams to gather and review documentation requirements, provide system/process specific support and gather and review areas of improvement.

Manager, Document Control and Training

• Lead the development of training design plans, storyboards, and curriculum for instructor-led, virtual, and e-learning formats
• Support the development of train-the-trainer participant guides, facilitator guides, and other accompanying resources

Instructional Designer

• 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.

Learning & Delivery Specialist

• Develop and execute a field-focused training and development strategy aligned to business priorities
• Design competency-based programs that strengthen clinical expertise, business acumen, and sales execution
• Build structured onboarding, certification, and development pathways to accelerate productivity and retention
• Drive continuous development of existing representatives and managers to elevate clinical and business capabilities
• Partner with sales leaders to assess field skill gaps and deploy targeted coaching and training solutions
• Lead development of tools and curriculum that reinforce consultative selling and strategic account management
• Leverage AI, advanced analytics, and digital learning platforms to scale training impact and personalize learning experiences
• Integrate e-learning, virtual platforms, and data-driven insights into training delivery and performance tracking
• Establish performance indicators that align training efforts with field execution, adoption, and business outcomes
• Lead training strategy and execution for national sales meetings
• Continuously evaluate and adopt innovative training methodologies and technologies to enhance effectiveness

Advanced Training and Field Development Manager

• Design and develop learning experiences across multiple formats, including eLearning modules, instructor-led training, learner workbooks, job aids, quick-reference guides, and knowledge checks.
• Build scalable, agent-centered training content using tools such as Articulate 360, Canva, Google Suite, and Confluence and apply adult learning principles that drive measurable behavior change.
• Partner with subject matter experts across Operations, Product, Underwriting, Service, and Sales to gather information, validate content accuracy, and translate complex concepts into practical guidance.
• Lead the organization, accuracy, and governance of Kin’s operational knowledge base, including content standards, tagging conventions, audits, and version control practices.
• Revise and update learning content quickly in response to process improvements, product launches, regulatory updates, or system changes while maintaining high quality and consistency.
• Create operational communication assets such as announcements, reinforcement materials, quick-start guides, and leader talking points that support successful rollout and adoption of new initiatives.
• Track knowledge base health metrics and learner engagement data to identify opportunities for content improvements and operational efficiencies.
• Coordinate stakeholder reviews, approvals, and publishing workflows across training and communication materials.
• Maintain reusable templates, style guides, and scalable content components that improve development speed and consistency across the Operations Training team.
• Integrate generative AI tools into content development workflows to improve efficiency, scalability, and speed without sacrificing content quality or learner experience.

• Accelerate new market success by ensuring attorneys, LLPs, and clerks are sales-ready from day one.
• Provide ongoing coaching to maintain and improve hire rates in both new and existing locations.
• Work to centralize sales training and onboarding.
• Improve client conversion rates through structured, high-quality sales training tailored to the legal industry.
• Design structured training materials focused on client conversion and consultative sales techniques.
• Standardize coaching methods to ensure consistent training across all locations.
• Own the sale training process for new office launches, ensuring attorneys and staff ramp up quickly.
• Deliver focused, hands-on coaching to increase early hire success rates.
• Facilitate role-playing sessions and real-time coaching to build confidence in client interactions.
• Provide one-on-one coaching based on individual performance data.
• Work closely with leadership to align training programs with revenue goals.
• Use Salesforce data analysis to identify training needs and drive measurable improvements.

Sales Training Specialist

• Create compelling virtual trainings that set captains up for success and keep them engaged.
• Partner with comms on templates and social toolkits used in captain recruitment.
• Identify and pursue creative opportunities to deepen the program's impact and refine its model.
• Co-design, build, and continuously refine training curriculum, drawing on existing resources and lived experience.
• Own the shared resource library: messaging house, best-practice guides, FAQs, and quick-reference one-pagers.
• Lead live virtual trainings for captains across dozens of states and hundreds of counties, and train staff to do the same.
• Adapt delivery to different audiences: rural versus suburban, younger versus older participants, and everything in between.
• Ensure biweekly office hours for captains, which may include peer captain learning opportunities.
• Coordinate scheduling of part-time staff to ensure every training is covered, with backups and set schedules at least two weeks in advance.
• Hold at least a 30-minute one-on-one with each direct report once a week.

Distributed Neighborhood Captains Training Manager

• Oversee operational delivery of Learning & Development programs, ensuring initiatives are executed on time, within scope, and aligned with organizational priorities.
• Develop and maintain standardized processes and operational workflows that support scalable learning delivery.
• Coordinate with program managers, facilitators, HR partners, and vendors to ensure seamless program execution.
• Lead operational planning and delivery for virtual, hybrid, and in-person learning programs.
• Provide direction, coordination, leadership for a team of L&D direct reports to ensure program readiness and successful delivery.
• Manage logistics for in-person leadership programs, workshops, and learning events.
• Support administration and optimization of the learning management system (LMS) and related learning technologies.
• Manage internal communications and marketing for Learning & Development programs, including program announcements, enrollment campaigns, and employee awareness initiatives.

Associate Manager, Learning & Development Operations

• Collaborate with faculty and staff, providing guidance on the effective instructional design of courses and sessions.
• Support subject matter experts in the development and creation of content for their courses and instructional sessions.
• Provide assistance with the creation of course material/media supporting student learning objectives.
• Work collaboratively with ID Studio and other School of Medicine colleagues to create interactive videos and other multimedia for instructional needs.
• Liaise with WashU Information Technology and other instructional designers and education specialists to solve common problems and maximize use of available tools, services, spaces, and resources.
• Promote available instructional design services within the WashU Medicine community.
• Partner in the collaboration and development of training resources for faculty, staff, and/or students.
• Partner in the delivery of training sessions for faculty, staff, and/or students.
• Develop and manage multiple project plans.
• Provide consultation and training on educational technologies and course/session design to the WashU Medicine community.
• Assist in resolving copyright and fair use issues for instructional materials in collaboration with Becker Medical Library staff.
• Participate in WashU Medicine community activities and professional development.
• Attend and present at professional conferences when helpful to the institution.

Education Specialist, Instructional Designer – Instructional Design Studio

• The Training & Development Manager designs, builds, and standardizes training and development programs across TrueScripts, with an initial focus on onboarding and frontline role readiness.
• Reporting to the VP of Organizational Excellence, this role creates a structured, scalable approach that aligns learning with workflows, quality standards, and performance expectations while partnering with leaders to integrate training into daily operations, key initiatives, and organizational growth.
• Design and build a standardized training and enablement framework across the organization.
• Establish structured onboarding and role-based development programs, beginning with frontline operations.
• Define clear training timelines, milestones, and expectations to ensure role readiness and consistency.
• Develop scalable approaches that support both new hire onboarding and ongoing team member development.
• Evaluate current training and onboarding practices to identify inconsistencies, gaps, and inefficiencies.
• Create and implement standardized processes, documentation, and development materials across teams.
• Partner with subject matter experts to develop clear, consistent training content, job aids, and resources.
• Implement tools and systems to track onboarding progress, training completion, and development effectiveness.
• Partner closely with leaders across Member Care, Client Success, and other departments to ensure training aligns with real-world responsibilities.

Training and Development Manager

• Collaborate and coordinate the delivery of customer training with a targeted integrated account management approach including sales, project management, and other service organization teams in accordance with the Order Configuration/terms and conditions
• Develop product, clinical, and software knowledge, skills, and competence within the Imaging modalities
• Correlates theoretical knowledge with clinical and product information to provide clinicians with the knowledge and the skills to obtain optimal performance from their GE HealthCare equipment
• Provide pre-sale product clinical evaluations and/or educational sessions to potential customers in partnership with customers, develop and administer clinical training to the end-user personnel aligned with Sales Order Agreement (SOA) to deliver excellent clinical education to achieve high Net Promotor Scores (NPS)
• Drive realization of revenue thru execution of on-site or remote clinical education delivery
• Produce comprehensive, consistent, and timely completion of documentation requirements from pre through post training
• Provide ongoing post-installation training and support as needed over the lifecycle of the product
• Maintain customer relationships through proactive touches and communicate all relevant product and/or customer concerns or opportunities to the Management team, Field Sales, Marketing, Customer Loyalty Leads, and Technical Support regarding technical and clinical issue or how to improve the quality of the product or overall product offerings

MRI Clinical Education & Training Applications Specialist – Pacific NW

• Own and evolve our programming and development curricula for portfolio company CEOs and CXOs, including onboarding programs for newly placed executives, cohort-based programming, and ongoing skill-building initiatives
• Design, build, and deliver structured talent development programming across portfolio company leadership teams, identifying and addressing development needs as they evolve across the Brydon ecosystem
• Own and continuously improve Brydon’s talent development calendar and roadmap, balancing structured programming with responsive, just-in-time support
• Identify development needs across the Brydon ecosystem — conducting pre-employment assessments (Criteria, Predictive Index) and deploying professional aptitude and proficiency models, gathering feedback, and staying close to evolving challenges facing our executives and leaders — and translate those needs into effective programs
• Coordinate and manage external coaches, facilitators, and development partners as needed to supplement internal programming
• Build and maintain a knowledge base of best practices, development resources, and frameworks that can be leveraged across the Brydon ecosystem
• Track and measure program effectiveness, iterating continuously to improve quality and impact
• Design and deliver talent development programming for Brydon's internal teams and contribute to firm-wide talent initiatives, including internal onboarding and performance and development processes (e.g. yearly reviews and feedback cycles), in partnership with the broader talent team
• Serve as a trusted advisor to portfolio company CEOs and senior leadership teams on people strategy, organizational design, and leadership development — building the kind of ongoing relationships where executives seek you out proactively
• Support CEO and executive onboarding at newly acquired portfolio companies, ensuring leaders have the resources, frameworks, and connections to ramp effectively into their roles
• Identify talent patterns and gaps across the portfolio, and develop scalable solutions — programs, tools, and resources — that address shared challenges across companies
• Collaborate with Brydon's investment and portfolio operations teams to align talent initiatives with each company's value creation plan
• Bring market intelligence and fresh thinking on talent trends to the team and to portfolio company partners — synthesizing insights from across the industry into actionable guidance

Manager, Talent & Development

• Work closely with the NY-based PD team supporting attorneys in DC
• Monitor attorneys’ availability and utilization, as well as assist with staffing attorneys as needed
• Advise associates and counsel on professional development goals and progress
• Work with the PD team to coordinate the performance evaluation process for DC associates and counsel
• Track and facilitate the realization of Professional Development Priorities identified during year-end review process
• Meet regularly with DC-based attorneys to monitor morale, answer questions, and address any concerns
• Manage mentorship program for DC associates
• Manage re-integration and conduct check-ins for attorneys returning from leave or secondment
• Make recommendations for improving associate recruiting and retention
• Collaborate with Recruiting and HR to conduct orientation for lateral attorneys
• Conduct regular check-ins with lateral attorneys
• Work with PD team to track admission to the DC bar
• Work with practice group leaders, knowledge management team and other PD managers to identify training needs and skill gaps

Professional Development Specialist

• Provides clinical training and support to customers as a subject matter expert, on-site and/or remotely.
• Support VIS products and procedures by assisting, training, and educating physicians, nurses, and hospital staff.
• Provide in-person case coverage and ensures product/s and ancillary components are available for each case.
• Completes and processes all procedure-related paperwork as required.
• Tracks and reports all customer complaints.
• Ensures physicians and staff have the most current information available.
• Manages a disposable inventory sufficient to cover assigned case load.
• Brings products (including Microwave and Cryoablation generators) to cases as required.
• Trains and educates physicians and hospital staff on use of assigned VIS products.
• Provides on-site clinical support during procedures while maintaining a “hands off” posture in relation to direct patient contact.

Clinical Training Specialist

• Deliver as-needed virtual DevResults trainings to INL implementers, covering system navigation, report template completion, and submission process in accordance with established training protocols.
• Provide tailored coaching and troubleshooting support to users, including follow-on assistance for implementers experiencing challenges after initial trainings.
• Ensure implementers input complete and accurate performance data into the DevResults system by reinforcing best practices and guidance during trainings.
• Assist in maintaining the scheduled sessions, communicating with implementers, and distributing training material and follow-on resources.

Training Specialist – Part-Time

• Guide and manage Business/Function organizational change across BCA functions impacted by the SAP ERP transformation
• Develop and execute change strategies and plans that maximize employee adoption
• Identify and mitigate change risks, address capability and resource gaps
• Develop stakeholder commitment to new processes and ways of working
• Align OCM initiatives to business goals and program timelines; create and maintain OCM roadmap
• Identify stakeholders and run engagement campaigns (sponsor briefings, leader coaching, employee forums)
• Oversee data migration and conversion plans; ensure data is ready and converted
• Coordinate training; ensure completeness of training plan, execution of plan, and effectiveness of training

SAP Organizational Change Management Leader

• Lead and manage the Operations learning delivery function, ensuring consistent, high-quality delivery of onboarding ~200 new hires annually, and continuous learning programs for our existing front line teams
• Develop and coach a team of 3-5 facilitators, providing performance management, mentorship, and professional development
• Own and manage the Operations training calendar and team capacity
• Partner with Operations leaders to identify knowledge gaps, emerging skill needs, and opportunities for targeted learning interventions
• Translate operational feedback and performance trends into actionable training improvements and new learning initiatives
• Monitor trainee performance trends and operational metrics to evaluate training effectiveness and continuously improve programs
• Facilitate training sessions ~30% of time to support trainer capacity or high-priority initiatives

Operations Training Manager, Delivery

• Define and evolve the enterprise strategy for agentic manager capability.
• Own the strategy, design principles, and roadmap for the Agentic Learning ecosystem.
• Lead change strategy for large-scale manager behavior change globally.
• Define success metrics tied to manager effectiveness and talent outcomes.

Director of Agentic Leadership Development

• Design and deliver career coaching experiences aligned to the Grow and Retain Critical Talent priority.
• Support employees in clarifying career goals, identifying growth opportunities, and taking action on development plans.
• Partner with Talent, Employee Success Business Partners (ESBPs), managers, and business stakeholders to connect coaching to key talent moments.
• Use AI tools to improve coaching experiences.
• Manage program delivery end to end - building project plans, tracking outcomes, preparing stakeholder updates, and using data and feedback to measure impact.

Manager, Career Coaching – Critical Talent Development

• Manage end-to-end client implementation: Oversee the full implementation process for new and existing clients, following established standards, project plans, and documentation to ensure a high level of success.
• Support business process improvement: Provide guidance and best practice recommendations to clients during implementation to drive strong adoption and long-term success with our software.
• Serve as the primary client contact: Act as the main point of contact for clients throughout implementation and for designated clients post-implementation.
• Compile compliance reports: Regularly prepare and submit compliance reports to ensure adherence to internal policies and industry regulations.
• Act as a trainer and coach: Serve as a knowledgeable resource for clients, providing ongoing training, support, and coaching to help them maximize the value of 700Credit products.
• Resolve client issues: Analyze and resolve client concerns directly or assist in working through complex issues to ensure effective outcomes.
• Assist in product launches: Support Affiliate and 700Credit product launches, including post-launch follow-up with clients and affiliates to evaluate and improve the customer experience.
• Contribute to team success: Actively support all members of the Implementation team in a productive and constructive manner.
• Track and document client communications: Accurately record all client interactions and communications to maintain clear and up-to-date records.
• Communicate new product features: Keep clients informed of new product features and updates, ensuring they understand new capabilities and how to take advantage of them.
• Provide exceptional customer service: Ensure a consistently high level of service is delivered to clients, maintaining satisfaction and long-term loyalty.
• Generate cross-sell opportunities: Work closely with the sales team to identify and produce cross-sell opportunities that introduce additional products and services to existing clients.

Learning and Development jobs in Washington

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Manager, Document Control and Training

Instructional Designer

Learning & Delivery Specialist

Advanced Training and Field Development Manager

Instructional Designer

Sales Training Specialist

Distributed Neighborhood Captains Training Manager

Associate Manager, Learning & Development Operations

Education Specialist, Instructional Designer – Instructional Design Studio

Training and Development Manager

MRI Clinical Education & Training Applications Specialist – Pacific NW

Manager, Talent & Development

Professional Development Specialist

Clinical Training Specialist

Training Specialist – Part-Time

SAP Organizational Change Management Leader

Operations Training Manager, Delivery

Director of Agentic Leadership Development

Manager, Career Coaching – Critical Talent Development

Automotive Training Specialist