Learning & Development Consultant III

Choice Bank•Golden Valley, MN

20h

About The Position

The Learning and Development Consultant will be responsible for designing and implementing learning strategies and programs that support the leadership and cultural development of our team members. This position will also collaborate and influence other trainers across the organization to ensure alignment and consistency of learning initiatives. As a Learning and Development Consultant, you will have a strong background in learning and development design and delivery. Through excellent communication and coaching skills, you will: Develop and implement learning strategies and programs that align with the organization’s objectives and values. Design and deliver engagement and effective learning solutions, such as e-learning courses, workshops, webinars, coaching sessions, etc. Assess the learning needs and preferences of employees and managers and provide feedback and recommendations. Evaluate the impact and effectiveness of learning interventions and report on key metrics and outcomes. Collaborate and influence other trainers across the organization to ensure alignment and consistency of learning initiatives. Manage the learning and development budget and vendor relations. Schedule, track, and report on learning activities in the LMS; manage enrollments, completions, and compliance flags. Prepare materials (decks, job aids, facilitator guides) and ensure brand/culture alignment. Coordinate session logistics (rooms, virtual links, rosters) and collect participant feedback (NPS, CSAT). Maintain training calendars and curate content libraries; update policies/procedures in collaboration with SMEs. Facilitate engaging in-person and virtual courses. Design basic e-learning and microlearning using templates (storyboards, quizzes, job aids). Coach learners 1:1 post-training; triage learning gaps and refer to program owners. Partner with trainers across business lines to ensure consistent messaging and cultural alignment. Conduct performance and skills gap analyses with HRBPs and business leaders. Design blended programs (workshops + digital + coaching) for frontline leaders and high-potential employees. Align curricula with regulatory/compliance requirements and bank strategy; build reusable learning paths. Influence peer trainers and SMEs; set standards for facilitation quality and consistency.

Requirements

Minimum of 6 to 8 years of relevant experience with requisite competencies.
Bachelor’s degree required; OD, HR, or Education preferred.
Advanced consulting and stakeholder management skills.
Strong understanding of adult learning principles and blended learning.
Ability to measure learning impact and apply evaluation models.

Nice To Haves

CPLP (Certified Professional in Learning and Performance) or SHRM-CP preferred.

Responsibilities

Develop and implement learning strategies and programs that align with the organization’s objectives and values.
Design and deliver engagement and effective learning solutions, such as e-learning courses, workshops, webinars, coaching sessions, etc.
Assess the learning needs and preferences of employees and managers and provide feedback and recommendations.
Evaluate the impact and effectiveness of learning interventions and report on key metrics and outcomes.
Collaborate and influence other trainers across the organization to ensure alignment and consistency of learning initiatives.
Manage the learning and development budget and vendor relations.
Schedule, track, and report on learning activities in the LMS; manage enrollments, completions, and compliance flags.
Prepare materials (decks, job aids, facilitator guides) and ensure brand/culture alignment.
Coordinate session logistics (rooms, virtual links, rosters) and collect participant feedback (NPS, CSAT).
Maintain training calendars and curate content libraries; update policies/procedures in collaboration with SMEs.
Facilitate engaging in-person and virtual courses.
Design basic e-learning and microlearning using templates (storyboards, quizzes, job aids).
Coach learners 1:1 post-training; triage learning gaps and refer to program owners.
Partner with trainers across business lines to ensure consistent messaging and cultural alignment.
Conduct performance and skills gap analyses with HRBPs and business leaders.
Design blended programs (workshops + digital + coaching) for frontline leaders and high-potential employees.
Align curricula with regulatory/compliance requirements and bank strategy; build reusable learning paths.
Influence peer trainers and SMEs; set standards for facilitation quality and consistency.