Learning & Development Specialist

PeopleTec•Huntsville, AL

About The Position

PeopleTec is currently seeking a Learning & Development Specialist to support our Huntsville, AL location. The Learning & Development Specialist designs, develops, implements, and evaluates enterprise learning and organizational development solutions that strengthen technical workforce capability and directly support company goals. This role partners across the organization, especially with technical leaders, SMEs, and PeopleTec leaders, to build scalable programs spanning technical capability, leadership development, team effectiveness, and organizational communication practices. The Specialist also coordinates change enablement for key initiatives by aligning communications, training, and reinforcement so new ways of working are adopted and sustained.

Requirements

5–8+ years of progressive experience in learning & development, instructional design, organizational development, and/or talent development.
Demonstrated ability to lead complex learning projects end-to-end: needs analysis, design, development, delivery, evaluation, and iteration.
Strong facilitation, stakeholder management, and executive-ready communication skills (written and verbal).
Experience administering an LMS and using learning analytics to inform decisions and demonstrate business impact.
Proven ability to work with technical SMEs to translate complex content into effective learning and performance support.
Bachelor’s degree in a relevant field (e.g., Organizational Development, HR, Education, Instructional Design, Business, Engineering or other Technical field with L&D experience) or equivalent experience.

Nice To Haves

Aerospace/defense industry experience (or similarly regulated/technical environments) and comfort supporting advanced, complex technical programs.
Experience coordinating change enablement for technology/process rollouts, including communications and manager toolkits.
Familiarity with e-learning standards and practices (e.g., SCORM), authoring tools, and blended program design.
Certifications (one or more): PMP, SAFe/Agile, Prosci change management, ATD CPLP/CTDP, SHRM-CP/SCP (or equivalent).

Responsibilities

Align enterprise learning to business priorities.
Conduct needs assessments and translate business goals and technical/performance gaps into prioritized learning and development roadmaps, measurable success metrics, and curriculum architectures (role-based pathways, academies, and blended journeys).
Own end-to-end instructional design and delivery.
Manage the planning, designing, development, and delivery of learning experiences using a structured methodology, spanning instructor-led training, virtual instructor-led delivery, e-learning, microlearning, and performance support.
Build and maintain curriculum for diverse audiences.
Create, modify, and continuously improve curricula for technical and non-technical populations; ensure relevance across groups, career levels, and learning contexts.
Partner with technical experts to enable technical depth.
Collaborate with Technical Fellows, engineers, and SMEs to convert complex technical knowledge into job-ready learning solutions, labs, job aids, and scalable academies; ensure learning assets remain current as technology and program needs evolve.
Coordinate change management enablement.
For high-impact changes (systems, processes, operating model updates), build adoption plans that include stakeholder mapping, role-based learning paths, communication assets, manager enablement, and reinforcement mechanisms that make change “clear, coordinated, and measurable.”
Build leadership, team development, and communication solutions.
Develop and/or curate leadership development and team effectiveness programming, and manage organizational communication toolkits that support culture, engagement, and performance.
Administer and optimize learning platforms.
Serve as an LMS administrator and learning technology partner: manage catalogs, assignments, reporting, compliance tracking; recommend improvements to learning workflows, standards, and user experience.
Measure effectiveness and business impact.
Develop evaluation plans and dashboards to track efficiency (volume and utilization), effectiveness (quality and application), and outcomes (performance and business impact). Use data and feedback loops to identify improvement areas, refine curricula, and deliver executive-ready insights.
Strengthen the learning culture.
Expand and sustain continuous learning mechanisms such as mentorship enablement, cross-training, and facilitated knowledge-sharing series; support consistent learning practices across groups.