Learning and Development Specialist
About The Position
The Learning & Development Specialist designs and delivers practical training that helps employees do their jobs safely, effectively, and consistently. This role manages the company’s learning systems and training programs, works with departments to understand training needs, and builds clear, hands-on learning solutions that support company goals and culture. Working closely with the Director of Human Resources, this position supports succession planning and change initiatives by turning skill gaps and development needs into focused training, learning paths, and measurable progress.
Requirements
- Learning and development principles; adult learning methods; training program design; LMS administration; succession and development concepts; basic change management; and HR systems.
- Strong problem-solving skills; clear written and verbal communication; ability to organize and follow through; accountability for results; comfort working with technology and data; ability to collaborate across departments; and awareness of company culture when recommending training solutions.
- Bachelor’s degree required or equivalent experience.
- Typically requires 4–7 years of experience in learning and development, organizational development, or a related HR function.
Nice To Haves
- Experience supporting succession planning or workforce development preferred.
Responsibilities
- Training Design & Delivery. Design and deliver practical training for employees at all levels, including onboarding, recurring, and annual programs. Ensure training reflects how work is done, safety expectations, and company standards.
- Learning Program Development. Build and maintain clear learning paths that combine LMS content, internal training, external resources, and on-the-job learning. Update programs as processes, equipment, and business needs change.
- LMS Administration & Training Operations. Own the LMS, including course setup, assignments, tracking, and documentation. Ensure required training is completed, recorded accurately, and easy to manage.
- Training Measurement & Reporting. Track training completion and effectiveness. Use data and feedback to identify gaps and provide clear, actionable reporting to HR and leadership.
- Succession Planning & Employee Development. Partner with HR and leadership to support succession planning. Turn skill gaps and development plans into practical training and development actions. Track progress and readiness.
- Change Management Support. Support business changes by developing training and communication that help employees understand and adopt new processes. Reinforce expectations and follow-through.
- Cross-Functional Collaboration. Work closely with department leaders and subject-matter experts to understand needs and build relevant, job-specific training. Act as a go-to resource for training and development.
- Continuous Improvement. Look for ways to improve training content, delivery, systems, and follow-up. Recommend and implement practical improvements that make training more effective and easier to use.
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
Number of Employees
11-50 employees
