Learning & Development Specialist

CXtec Inc.•Syracuse, NY

3d•$70,000 - $85,000•Onsite

About The Position

For more than 45 years, CXtec has been helping organizations maximize value in their IT investments. We are the largest secondary market network hardware provider in North America. Today, we remain focused on providing creative lifecycle management solutions for organizations of all sizes, all over the world. We are seeking a dynamic Learning & Development (L&D) Specialist to build, deliver and continuously improve the programs that power our people. In this role, you will accelerate employee readiness, strengthen sales performance and support career development across the organization. You will blend instructional design expertise and sales enablement knowledge with data-driven learning analytics to deliver impactful learning experiences that help our teams perform at their highest potential. This role requires the ability to collaborate with multiple stakeholders as well as interact and build trusted relationships across all levels of the organization. If you are passionate about developing others, creating scalable learning solutions and building a culture of growth—this role is for you. The annual base salary range for this position, based out of Syracuse, NY, is $70,000 - $85,000. The actual salary offered will vary based on applicant’s relevant skills, education, experience, certifications and geographic location as well as other business and organizational needs. This position is located in Syracuse, NY and requires onsite work.

Requirements

BA/BS in Education, Human Resources, Organizational Development or related field; relevant certifications welcomed.
4+ years of progressive experience in L&D, Sales Enablement or training within a corporate environment.
Proficiency with learning management systems and e-learning platforms.
Experience integrating training with CRM and enablement stacks (e.g., Salesforce, HubSpot, Sales LinkedIn Navigator, ZoomInfo, major LMS).
Demonstrated expertise with instructional design models (ADDIE) and evaluation (Kirkpatrick).
Strong communication, facilitation (virtual and in‑person), and interpersonal skills.
Experience owning and executing initiatives from start to finish.
Self-motivated and able to plan, organize and prioritize work independently.
Proficient in MS Office.

Nice To Haves

Background in technology sales or lifecycle services a plus.
Certification or practical fluency in one or more sales methodologies a plus. (LEAD Above, SPIN, MEDDICC, Challenger, Sandler).

Responsibilities

Conduct comprehensive training needs assessments to identify skill gaps and align learning solutions with departmental and organizational objectives
Build structured role‑based learning paths for all departments, integrating product, process and industry knowledge.
Design and deliver blended learning programs (virtual ILT, e‑learning, microlearning and job aids) using ADDIE and adult-learning best practices.
Work cross‑functionally with department leaders to prioritize capability gaps and ensure learning plans align with business goals.
Collaborate with subject matter experts to ensure training content is accurate, relevant and aligned with industry best practices.
Design, deliver and mange train-the-trainer programs (SME‑driven) to ensure accurate and consistent learning experiences occur.
Create onboarding templates and checklists.
Ensure onboarding is standardized, welcoming and culturally aligned.
Lead new hire onboarding and equip managers for role-specific onboarding.
Translate go‑to‑market priorities into actionable training that supports performance outcomes.
Reinforce sales methodology (LEAD Above) through practice, coaching and work-embedded learning.
Partner with Sales Ops/RevOps to embed learning into CRM workflows.
Develop and deliver new manager onboarding and leadership development programs.
Design and manage leadership development programs for supervisors, managers and emerging leaders.
Support development initiatives that strengthen leadership capability and internal bench strength.
Build and maintain career pathways, ladders, competency models and high‑potential development programs.
Partner with leadership team to identify readiness and succession needs.
Equip managers with tools and strategies to reinforce learning and coaching within their teams.
Coach and support managers in conducting effective performance and career development conversations.
Build and maintain an enablement content library (playbooks, talk tracks, scenarios, demos) with clear version control and sunset rules.
Leverage platforms such as LMS, content management and learning analytics tools.
Develop and maintain compliance training and enterprise learning requirement calendar.
Develop and manage a KPI framework that defines success metrics for each training initiative.
Solicit feedback, conduct evaluations and build dashboards and reports that measure training effectiveness, adoption, behavior change and business impact.
Track and analyze key indicators including time‑to‑proficiency, skill acquisition, performance outcomes and productivity lift.
Integrate LMS analytics, performance data and stakeholder input to refine programs and guide decision-making.
Deliver KPI insights and recommendations to leadership, supporting strategic planning and performance improvement.