Learning Experience Leader - Autonomous Vehicle Fleet Response

TaskUs•Detroit, MI

1d•$54,000 - $82,000•Hybrid

About The Position

The Learning Experience Leader will create and maintain a positive and professional learning environment in the organization. This role involves designing and expanding training and development programs that are aligned with product-specific training methodologies and initiatives. The Learning Experience Leader will support the learning and development of Tier 2 / Fleet Response Specialists.

Requirements

Up to 25% travel required
Must be 18 years of age or older
High School Diploma or GED required.
Proficient in Microsoft and Google applications
A problem solver and critical thinker
Follow well-defined methods, procedures, reports, forms, and competent aspects of the job
Can present and facilitate a class discussion
Energetic, enthusiastic, and creative—can think outside the box with different ways to motivate and engage an audience
With strong interpersonal, conflict management, mentoring, organizational, project management, and influencing skills
Has excellent oral and written communication skills
Can work in a flexible schedule including weekends, holidays, and longer hours

Nice To Haves

Four-year college degree (preferred) in a related field like industrial or applied sciences
At least 1 to 2 years of working experience in a related field (training or teaching experience)
Has strong leadership skills, with proficiency in handling groups

Responsibilities

Set the standards and expectations through your conduct, work ethic, integrity, and character.
Create and deliver end-user, partner, and distributor training which includes curriculum, training, and exams for all general preparatory courses prior to enterprise endorsement.
Deliver technical preparatory training covering basic skill requirements as identified by enterprise needs.
Accomplish projects and motivate trainees through effective training.
Continuously improve training programs and other learning opportunities across the organization.
Amend and revise programs as necessary for them to adapt to the changes occurring in the work environment.
Act as the content expert, and maintain relevant training documents and training materials for training conducted.
Develop and create effective induction programs.
Monitor and review trainees’ progress through questionnaires and discuss with their managers.
Ensure that statutory training requirements are met, understand e-learning techniques and identify where they are relevant, and be involved in the creation and/or delivery of e-learning packages.
Research and present new technologies and methodologies in workplace learning.
Ensure that all trainees adhere to the company’s Code of Conduct.