Technical Learning & Workforce Development Lead

PeopleTec•Huntsville, AL

4d•Hybrid

About The Position

PeopleTec is currently seeking a Technical Learning & Workforce Development Lead to support our Huntsville, AL location. The Lead owns the technical-training function across the enterprise: identifying current and emerging technical capability gaps, standing up the specialized training and certifications our programs and pursuits require, and serving as a technical learning liaison who connects engineering subject matter experts (SMEs) with company leadership. The role prepares the workforce for program execution, proposal pursuits, customer requirements, and future growth areas, with an emphasis on anticipating capability needs before they become program or proposal constraints. This is a hybrid role. The most effective candidate combines genuine technical grounding with strong instructional design and facilitation skills, along with the communication ability to build trust and credibility with both technical and non-technical audiences. Success depends on engaging engineers and SMEs as a credible partner, translating complex technical content into practical and scalable learning for the broader workforce, and producing clear, accurate material for leadership. The Lead complements PeopleTec’s established professional-development programming by providing dedicated focus on and ownership of technical workforce capability.

Requirements

Technical grounding sufficient to engage credibly with engineers and SMEs as a trusted learning partner.
Proven ability to translate complex technical content into effective learning, labs, job aids, and performance support.
5 to 8+ years of progressive experience across instructional design, technical training, workforce development, and/or organizational 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, with the ability to communicate effectively with both technical and non-technical audiences.
Ability to identify technical workforce gaps, assess business impact, prioritize learning investments, and build practical roadmaps that support program execution, proposal readiness, and strategic growth.
Experience administering an LMS and using learning analytics and dashboards to inform decisions and demonstrate business impact.
Ability to research, evaluate, and coordinate external training vendors and certification providers.
Bachelor’s degree in a relevant field such as Engineering, Systems Engineering, Computer Science, or another technical field with L&D experience (strongly preferred), or in Organizational Development, Instructional Design, Education, Human Resources, or Business with demonstrated technical-training capability, or equivalent experience.

Nice To Haves

Aerospace/defense industry experience, or experience supporting similarly regulated, technical, government, or mission-focused environments.
Experience supporting advanced technical programs involving systems engineering, software, AI/ML, modeling and simulation, cybersecurity, cloud, data analytics, training systems, or digital engineering.
Background bridging engineering and education, such as a technical practitioner who moved into training or an instructional professional with strong technical grounding.
Experience coordinating technical certification programs, vendor-led training, technical academies, or communities of practice.
Experience supporting capture, proposal, business development, or strategic workforce-planning activities.
Experience coordinating change enablement for technology and process rollouts, including communications, manager toolkits, role-based training, and adoption tracking.
Familiarity with e-learning standards and practices such as SCORM, xAPI, and cmi5, authoring tools, and blended program design.
Certifications, one or more preferred: PMP, SAFe/Agile, Prosci Change Management, ATD CPTD/APTD, SHRM-CP/SCP, MBSE or Cameo-related certification, or equivalent.

Responsibilities

Serve as a technical learning liaison
Build trusted relationships with Technical Fellows, engineers, program leaders, capture and proposal teams, and corporate leadership to understand current capabilities, emerging needs, and workforce readiness gaps that could affect customer delivery, proposal readiness, or strategic growth.
Translate technical content into clear, accurate, and executive-ready material for leadership briefings, board meetings, offsites, customer discussions, congressional and stakeholder engagements, and internal communications.
Align learning to business priorities and get ahead of need
Monitor upcoming opportunities, recompetes, customer priorities, and technical trends to recommend proactive training investments before gaps become program or proposal constraints; support workforce readiness planning for new pursuits and strategic growth areas.
Conduct needs assessments and translate business goals, capture activity, and technical and performance gaps into prioritized roadmaps, measurable success metrics, and curriculum architectures, including role-based pathways, technical academies, and certification tracks.
Source and stand up technical training and certifications
Research, evaluate, and coordinate external training providers, vendor-led courses, and certification programs in areas such as MBSE, Cameo, systems engineering, AI/ML, cybersecurity, software development, cloud, modeling and simulation, data analytics, and other emerging company priorities.
Identify certifications required for specific program awards, secure the appropriate instruction, and ensure the right employees are trained and certified on schedule.
Own and maintain the technical-training corporate function
Provide dedicated ownership of the technical-training portfolio, ensuring it is actively maintained, current, and aligned to evolving technologies, customer requirements, and program needs.
Partner with Technical Fellows, engineers, and external providers to convert complex technical knowledge into job-ready learning solutions, labs, job aids, certification pathways, and scalable academies.
Design and deliver learning end-to-end
Manage planning, design, development, delivery, evaluation, and continuous improvement of learning experiences using a structured methodology, spanning instructor-led training, virtual instructor-led delivery, e-learning, microlearning, hands-on labs, and performance support.
Create, modify, and continuously improve curricula for technical and non-technical populations, supporting employees from onboarding through advanced technical specialization.
Coordinate change management enablement
For high-impact systems, tool, process, and operating-model rollouts, build adoption plans that include stakeholder mapping, role-based learning paths, communication assets, manager enablement, reinforcement mechanisms, and measurable adoption outcomes.
Administer platforms and measure impact
Serve as an LMS administrator and learning technology partner: manage catalogs, assignments, reporting, compliance tracking, learning records, and user support; recommend improvements to learning workflows, governance, and user experience.
Develop evaluation plans and dashboards to track utilization, knowledge transfer, skill application, certification progress, performance impact, and business outcomes; use data and feedback loops to refine curricula and deliver executive-ready insights.
Strengthen the learning culture
Curate and support leadership development, team effectiveness, mentorship, communities of practice, and facilitated knowledge-sharing series that complement, rather than duplicate, existing professional-development programming.