Learning & Development Officer

Iowa State Bank•Orange City, IA

4h•Onsite

About The Position

The L&D officer serves as the central facilitator and coordinator of employee development across the bank. This role is responsible for identifying training needs, sourcing appropriate learning resources, and ensuring effective following through. Working closely with HR, supervisors, and internal/external trainers, the L&D Officer designs and manages the flow of learning experiences that support employee growth, regulatory compliance, and organizational goals. The L&D Officer is a relationship-builder who excels at communication, organization, and facilitation. They create a consistent, structured learning environment by connecting the right people, resources, and tools- ensuring employees receive the training they need and supervisors have the support required to develop their teams effectively.

Requirements

2-5 years of experience in training, learning & development, or organizational development
Experience in designing an delivering training programs (classroom, virtual, e-learning)
Experience in conducing needs assessments and evaluating training effectiveness

Nice To Haves

Experience in a bank or financial services environment preferred

Responsibilities

Conduct regular check-ins with supervisors to understand employee skill gaps, performance trends, and developmental needs across the bank.
Maintain learning needs dashboard with a learning needs assessment for each role and department.
Identify patterns of knowledge or training gaps and recommend training solutions (internal experts, external vendors, online modules, etc.) to make sure the right expert is teaching the right thing at the right time.
Analyze organizational priorities, regulatory requirements, and operations changes to anticipate future training needs.
Coordinate schedules, materials, and logistics.
Maintain a library of learning resources.
Facilitate sessions by introducing topics, guiding discussions, and ensuring engagement.
Ensure learning objectives are clearly communicated and aligned with bank standards and performance expectations.
Lead debriefs after expert-led sessions to translate training into clear expectations for employees.
Ensure supervisors know how to reinforce the learning.
Provide refresher sessions as needed.
Partner with HR to design and maintain a structured onboarding experience for new hires.
Create development plans for new hires.
Coordinate job-specific training with supervisors and internal experts.
Track onboarding progress and adjust as needed to ensure employees receive timely and appropriate development support.
Meet with supervisors to review employee development progress as needed.
Provide supervisors with tools for coaching. Meet with them to measure success and follow-up needed.
Ensure supervisors understand how to reinforce training after employees complete it.
Serve as a resource for leadership development and team-building initiatives.
Serve as the primary planner and facilitator for the bank’s annual employee training day.
Design the theme and learning objectives for the event with a training day team.
Coordinate the speakers, trainers, and breakout sessions.
Manage logistics (venue, schedule, materials, communication).
Facilitate the event and ensure smooth transitions.
Collect feedback and measure impact to make the day a valuable learning day.
Promote a culture of continuous learning through communication, recognition, and accessible resources.
Highlight development opportunities and internal expertise.
Encourage peer-to-peer learning and cross-department knowledge sharing.
Support career pathing and internal mobility initiatives with HR.