Instructional Designer

Whistle Express Car Wash

21d•$80,000 - $142,900

About The Position

The Instructional Designer role at Whistle Express is responsible for creating practical, engaging, and field-ready learning experiences that help team members understand the work, build confidence, and perform consistently. This role partners with Training, Operations, Maintenance, HR, Safety, and field leaders to design programs, job aids, certifications, and learning tools that support a fast-growing, multi-site business. At this level, success is measured by whether training is clear, usable, accurate, and adopted in the field. The work should make it easier for leaders to teach, easier for team members to learn, and easier for sites to execute the standard every day.

Requirements

3 to 5 or more years of instructional design, learning and development, training development, enablement, or curriculum design experience.
Strong ability to translate technical or operational information into clear, practical, learner-friendly materials.
Experience with authoring tools, learning platforms, presentation tools, job aids, visual design, or multimedia learning development (i.e. Docebo, Articulate and Camtashia).
Organized, detail-oriented, collaborative, and comfortable managing multiple projects with changing priorities.
Curious enough to ask better questions and practical enough to build tools people will actually use.

Nice To Haves

Experience creating training for frontline, field, hourly, operations, maintenance, retail, restaurant, service, or multi-site environments preferred.

Responsibilities

Design and develop learning programs, courses, job aids, facilitator guides, checklists, certifications, and practical tools that support field and support-center roles.
Translate SOPs, processes, technical information, and business priorities into clear training that people can understand and apply on the job.
Build learning that is simple, visual, structured, and practical for a fast-paced, hourly, multi-site workforce.
Use instructional design principles to create training that supports retention, behavior change, consistency, and measurable execution.
Partner with subject matter experts in Operations, Maintenance, Safety, HR, Payroll, Benefits, IT, Marketing, and other functions to ensure content is accurate and useful.
Validate training materials against real-world site conditions, equipment, workflows, leader routines, and employee questions.
Gather feedback from Market Trainers, field leaders, and learners to identify what is working, what is confusing, and what needs to be improved.
Keep materials current as procedures, systems, equipment, policies, and business priorities change.
Develop content for learning platforms, certification programs, digital modules, classroom sessions, field guides, and manager-led training routines.
Organize content so leaders and learners can find what they need quickly and understand how each resource should be used.
Support training documentation, version control, completion tracking, and reporting in partnership with Training leadership and HR systems partners.
Use feedback, completion data, field observations, and performance trends to improve learning effectiveness over time.
Support onboarding, role certification, new site openings, acquisition integration, system rollouts, leadership development, safety training, and operational change initiatives.
Bring a learner’s eye and a field operator’s practicality to every program. If the training is too hard to use, it will not stick.
Identify gaps in content, sequencing, communication, or reinforcement and bring clear recommendations forward.
Help simplify complex information so leaders can teach it consistently and team members can act on it confidently.
Manage and optimize the learning management system, ensuring courses, assignments, completions, reporting, and user access are accurate, organized, and easy for leaders and learners to use.
Lead instructional design, curriculum development, job aids, course materials, certification tools, learning documentation, and content updates.
Shape learning strategy, training standards, field adoption, content structure, learner experience, manager-led training routines, and how complex work gets translated into practical tools.
Escalate content gaps that affect safety, compliance, guest experience, equipment uptime, process accuracy, new site readiness, learner adoption, or field execution.