Learning Coach

Gallagher•Rolling Meadows, IL

About The Position

The Learning Coach shapes learning across RPA, helping colleagues develop the knowledge and skills needed as systems, processes and ways of working evolve. The role turns business processes, system capabilities and strategic initiatives into practical learning experiences that support employee proficiency, consistency and adoption. It works across RPA business units and operational teams, partnering with Operations, Technology, business leaders, subject matter experts and Learning & Development to identify learning needs and create solutions connected to day-to-day work. A key focus is supporting AMS and other RPA systems and initiatives. The Learning Coach helps colleagues understand both how technology works and how it connects with the processes they perform. The work includes learning needs assessment, curriculum and content design, training delivery, coaching and ongoing reinforcement. The role also contributes to system implementations, process changes and strategic initiatives, embedding learning into how change is introduced and adopted across RPA.

Requirements

Bachelor's degree in organizational development, human resources, business or a related field.
At least 3 years of directly applicable experience in insurance or financial brokerage.
Proficiency in developing and following individual work plans.
Strong written and verbal communication skills.
Proficiency with MS Office applications, particularly PowerPoint, Visio and Project.
Ability to travel up to 10%, within the assigned region and at times to Gallagher headquarters.

Nice To Haves

Three or more years of relevant experience in learning and development, instructional design, training, insurance operations, financial services or a related environment.
Experience designing and delivering instructor-led, virtual and/or digital learning.
Experience creating learning and performance-support materials such as job aids, facilitator guides, presentations, assessments and e-learning.
Ability to translate complex systems and business processes into clear, practical learning colleagues can apply in their work.
Experience partnering with stakeholders and subject matter experts to understand learning needs and develop appropriate solutions.
Ability to plan and coordinate learning initiatives, including managing milestones, dependencies and stakeholder communication.
Experience supporting system implementations, technology adoption, process changes or transformation initiatives.
Insurance or brokerage experience.
Experience with Epic or other agency management or operational systems.
A bachelor’s degree in instructional design, education, organizational development, human resources, business or a related field; equivalent relevant experience will also be considered.
A professional learning or instructional design certification, such as CPTD/APTD or an equivalent credential.

Responsibilities

Partner with RPA leaders, business teams and subject matter experts to identify learning needs related to system implementations, process changes, operating standards and strategic initiatives.
Assess learner audiences, workflows, skill gaps and performance needs to determine appropriate learning approaches.
Develop role-based learning plans and curricula that connect learning with operational readiness, employee capability and adoption.
Design practical learning experiences using instructor-led, virtual and digital approaches.
Work with Gallagher’s eLearn team to develop presentations, e-learning, facilitator and participant guides, job aids, quick-reference materials, simulations, assessments and knowledge checks.
Translate complex system functionality and business processes into clear, learner-friendly content based on realistic workflows and scenarios.
Support AMS and other systems used across RPA, including implementations, enhancements, onboarding and ongoing skill development.
Partner with Technology, Operations, project teams and subject matter experts to understand system configuration, workflows, testing outcomes and business impacts before developing training.
Deliver instructor-led and virtual learning sessions for colleagues and leaders, adapting delivery for different audiences and experience levels.
Provide coaching, office hours, refresher sessions and other reinforcement activities where additional learning support is needed.
Connect learning with wider change-management, communications, readiness and adoption plans in partnership with initiative owners.
Evaluate learning using participant feedback, knowledge assessments, adoption indicators, stakeholder input and observed performance needs.
Use feedback and lessons learned to continuously improve learning content, delivery methods and reinforcement.
Build relationships across Operations, Technology, business leadership, HR/L&D and other teams to ensure learning is accurate, relevant and delivered at the right time.
Manage assigned learning initiatives using clear plans, milestones, dependencies and stakeholder communication.