Manager, Learning Design & Experience

Cushman & Wakefield

1d•$106,250 - $125,000•Onsite

About The Position

The Manager, Learning Design & Experience is responsible for designing and developing high-quality, scalable learning experiences that enable frontline performance, leadership development, and enterprise capability building. This role owns instructional design standards, content quality, and the development of learning assets across the organization. Serving as the central point for content creation, this role translates operational processes, SOPs, and program requirements into clear, engaging, and practical learning experiences. In addition to formal training content, this role is responsible for developing supporting materials and collateral—including presentations, job aids, templates, and field tools—that reinforce learning and drive adoption in day-to-day operations. This role partners closely with Frontline Capability, Field Enablement & Delivery, and Learning Operations to ensure learning solutions are effective, consistent, and aligned to business needs.

Requirements

Bachelor’s degree in Instructional Design, Education, Learning & Development, or related field, or equivalent experience
5+ years of experience in instructional design, learning experience design, or content development
Demonstrated experience designing blended learning solutions for operational or technical environments
Strong experience developing presentation materials (PPT), job aids, and performance support tools
Experience translating complex processes or technical content into clear, user-friendly learning experiences
Proficiency with instructional design tools and content authoring platforms
Strong written communication, visual design sensibility, and attention to detail
Ability to manage multiple projects and priorities in a fast-paced environment

Responsibilities

Design and develop high-quality learning experiences using adult learning principles across frontline, leadership, and enterprise programs
Build blended learning solutions including instructor-led training, digital modules, job aids, and on-the-job learning tools
Translate SOPs, playbooks, and operational requirements into clear, engaging, and actionable learning content
Ensure all learning solutions are practical, role-based, and directly applicable to field execution
Develop a wide range of learning and performance support materials, including: Presentation decks (PPTs) for training and leadership sessions, Job aids, quick reference guides, and SOP summaries, Visual tools, infographics, and field-ready resources, QR-enabled resources and mobile-friendly performance support tools
Ensure all materials are visually consistent, easy to use, and aligned with company brand and content standards
Create reusable templates and toolkits to increase efficiency and consistency across L&D
Establish and maintain instructional design standards, templates, and content development guidelines
Ensure consistency, quality, accessibility, and usability across all learning materials
Review and provide quality assurance on content developed across L&D to maintain a cohesive learner experience
Manage content versioning and updates to ensure materials remain current and aligned with enterprise standards
Partner with the Sr. Manager, Frontline Capability to translate technical and operational requirements into scalable learning programs
Collaborate with Manager, Field Enablement & Delivery to ensure content supports effective facilitation and field adoption
Work with SMEs, COEs, and Operations leaders to validate accuracy and relevance of content
Support leadership development initiatives by designing materials that align to program goals and learning journeys
Support pilots, launches, and program rollouts by refining content based on feedback and field insights
Incorporate learner feedback, adoption data, and performance outcomes into content improvements
Continuously evaluate and enhance learning experiences based on best practices and evolving business needs
Stay current on instructional design trends, tools, and learning technologies
Partner with L&D leadership to prioritize content development efforts based on business impact and program timelines
Manage multiple content development projects simultaneously, ensuring deadlines and quality expectations are met
Provide guidance on appropriate learning solutions (e.g., training vs. job aid vs. tool) based on the need