Onboarding, Learning & Development Senior Program Analyst

CBRE•Indianapolis, IN

32d

About The Position

This role is a dynamic blend of onboarding, learning, and talent development designed to accelerate employee success and strengthen organizational capability. You'll lead end-to-end onboarding for employees and contractors, ensuring a seamless experience from pre-boarding through technical integration and mentorship programs. In partnership with managers and cross-functional teams, you'll drive learning initiatives by managing LMS assignments, curating content, and monitoring training effectiveness. Beyond onboarding and training, you'll facilitate skills assessments, craft development plans, and support data-driven talent discussions to foster growth and career progression. Acting as a subject matter expert, you'll maintain process documentation, leverage insights for continuous improvement, and provide guidance to leaders and peers—all while ensuring compliance, operational excellence, and a positive employee experience.

Requirements

An very high attention to detail and ability to multitask.
Proficiency with large enterprise learning technologies (e.g., LMS platforms, e-learning tools, example: SuccessFactors, Cornerstone OnDemand, TalentLMS)
Certifications such as CIPD Level 5, CPTM, or similar credentials in L&D
Excellent written and verbal communication skills. Able to present information with ease.
Advanced skills with Microsoft Office Suite, MS Outlook, MS Project, and MS Excel
Bachelor's Degree preferred with 2-5 years of relevant experience. In lieu of a degree, a combination of experience and education will be considered.
Ability to analyze possible solutions using technical experience to apply appropriate judgment and precedents.
Very strong organizational skills with an inquisitive mindset.

Responsibilities

Onboarding Coordination (Employees & Contractors)
Pre boarding through Day 1: Coordinate welcome communications, first week agendas, access requests, equipment, distribution lists, and introductions, peer mentors.
30/60 Mentorship program: Run a structured mentoring cadence (weekly touchpoints in first 30 days; continue through 60) with checklists that cover tools, culture, financials, HSE, and PM processes. Track progress and close out.
Department specific onboarding: Orchestrate extended technical onboarding plans (e.g., Engineering checklists through months 2-5; systems like DeltaV, PI, TrackWise) by pairing new hires with technical & peer mentors.
Manager enablement: Coach people leaders on 30 60 90 plans and how to leverage peer mentors effectively to accelerate time to effectiveness.
Contractor onboarding: Ensure contract firms and their personnel meet HSE qualification and orientation requirements; partner with site Security/Access teams to validate training and badging prerequisites prior to unescorted access. Update and maintain area access requests.
Process ownership & documentation: Maintain up to date onboarding SOPs/job aids (e.g., badging, tool access, group memberships, purchasing permissions) and continuously improve based on feedback.
Cross functional coordination: Align with HSE, Facilities, IT, and PMO to sequence site tours, safety orientation, and tool provisioning; coordinate with program onboarding/mentoring teams as applicable.
Learning & Development Coordination
LMS assignment & governance: Ensure the right curricula are assigned to the right roles; execute content/assignment updates in line with training SOPs (e.g., R&U effectiveness, Task Qualification Checklists, curriculum de/activation).
Content design & curation: Partner with SMEs to design, develop, and maintain training content (courses, micro learning, presentations) and job aids; align to LMS/DMS governance guidelines.
SOP/job aid creation: Translate process changes into clear SOP aligned job aids and instructor/learner materials; route and maintain content according to procedural controls.
Training operations: Monitor training requests and completions, due/overdue items, and access fulfillment via ticketing workflows; resolve issues with learners, managers, and service teams.
Reporting & insights: Track and publish training KPI dashboards (assignment accuracy, completion/overdue rates, effectiveness feedback) and recommend improvements.
Talent Development
Skills assessment: Facilitate structured assessments to baseline employee capabilities; synthesize results and partner with managers on development priorities
IDPs & coaching cadence: Co create and track individual development plans (IDPs); align learning paths to role requirements and progression frameworks.
Talent discussions: Prepare and support data informed talent discussions using standard guides; help leaders mitigate bias and translate outcomes into actionable development steps
Use aggregate data from multiple sources to create a complex complete evaluation and improvement.
Act as a subject matter expert for key systems and processes including providing knowledge transfer to teams.
Review the accuracy of information provided and answer requests from management, our clients, and project teams.
Provide informal help and training to coworkers.
Apply general knowledge of standard principles and techniques/procedures to accomplish assigned tasks and solve routine problems
Have a broad knowledge of own job discipline and some knowledge of several job disciplines within the function.
Work primarily within standardized procedures and practices to achieve objectives and meet deadlines.
Explain complex information to others in straightforward situations.