Instructional Designer

Flexcar•San Jose, CA

10d•$85,000 - $136,000•Onsite

About The Position

The Instructional Designer, Field Operations owns the training that helps new hires become confident, capable operators. The role is accountable for building new-hire onboarding curricula, e-learning modules, quizzes, knowledge checks, and hands-on exercises that teach employees how to perform their jobs. It also develops and maintains ongoing and role-specific training, recurring certification and leadership development programs, supports and delivers training in the field, partners with field leaders and subject-matter experts to keep materials accurate, and evaluates training effectiveness using completion, assessment, and on-the-job performance data. Success is measured by faster time to productivity, fewer avoidable errors, and positive onboarding feedback. The role designs onboarding curricula from employees’ first day through full productivity; develops engaging learning materials in formats such as e-learning, video, job aids, facilitator guides, and instructor-led sessions; creates realistic practice exercises and simulations; facilitates training and prepares field leaders to deliver it consistently; and maintains accurate standard operating procedures and job aids as operations change. It also designs assessments and role certifications, tracks training and performance measures, and uses data and learner feedback to improve curricula. The position is based onsite in San Jose and is full-time, exempt. Flexcar offers a flexible PTO policy, a 401(k) plan with company match from day one, low-cost medical, dental, and vision coverage starting on day one, discounted Flexcar products with no annual membership fee, weekly pay, and other perks.

Requirements

Strong instructional-design instincts, including designing backward from the skills and capabilities learners need to demonstrate.
Excellent writing and communication skills, with the ability to simplify complex procedures.
Confident facilitation skills and comfort leading training in a classroom, on the floor, or virtually.
Willingness to learn operations by observing work on the floor.
Highly organized and self-directed, with the ability to manage multiple content projects and meet launch dates.
Analytical mindset and willingness to measure training effectiveness and make changes when needed.
Ability to thrive in a fast-paced, multi-hub operation and stay close to the field.

Nice To Haves

Experience designing onboarding or technical training, ideally for hourly, frontline, or field-based roles.
Familiarity with instructional-design methods and adult-learning principles.
Hands-on experience building e-learning content and using learning management systems (LMS).
Experience building assessments, certifications, or competency models.
Background in operations, logistics, automotive, retail, or another hands-on field environment.
Bachelor’s degree in education, communications, or a related field, or equivalent hands-on experience.

Responsibilities

Design and build end-to-end new-hire onboarding curricula for field operations roles, from the first day through full productivity.
Develop e-learning modules, quizzes, knowledge checks, and hands-on, job-realistic exercises tailored to role-specific tasks.
Develop certification programs to keep field team members’ skills current and verify ongoing proficiency.
Build leadership development programs to prepare high-performing operators for management roles.
Produce learning content in multiple formats, including e-learning, video, job aids, facilitator guides, and in-person or virtual instructor-led sessions.
Write clear, plain-language training materials that new hires can follow independently.
Build exercises and simulations that allow new hires to practice real tasks safely before performing them live.
Facilitate instructor-led sessions and train field leaders to deliver content consistently.
Partner with Operations leaders and subject-matter experts to capture how jobs are performed and translate that knowledge into training.
Keep curricula accurate and current as processes, tools, and vehicle-handling standards change.
Maintain a single source of truth for field standard operating procedures and job aids.
Design quizzes, skills assessments, and role certifications that verify practical job capability.
Track completion, assessment scores, time-to-productivity, and early performance to measure training effectiveness.
Use data and learner feedback to continuously improve curricula and address gaps.