VIP Learning Lead, Contractor

Fanatics Betting & Gaming•New York, NY

About The Position

Fanatics is building a leading global digital sports platform. We ignite the passions of global sports fans and maximize the presence and reach for our hundreds of sports partners globally by offering products and services across Fanatics Commerce, Fanatics Collectibles, and Fanatics Betting & Gaming, allowing sports fans to Buy, Collect, and Bet. Through the Fanatics platform, sports fans can buy licensed fan gear, jerseys, lifestyle and streetwear products, headwear, and hardgoods; collect physical and digital trading cards, sports memorabilia, and other digital assets; and bet as the company builds its Sportsbook and iGaming platform. Fanatics has an established database of over 100 million global sports fans; a global partner network with approximately 900 sports properties, including major national and international professional sports leagues, players associations, teams, colleges, college conferences and retail partners, 2,500 athletes and celebrities, and 200 exclusive athletes; and over 2,000 retail locations, including its Lids retail stores. Our more than 22,000 employees are committed to relentlessly enhancing the fan experience and delighting sports fans globally. We're hiring a temporary hands-on learning leader to build the foundation for the Learning & Development function for Fanatics VIP — the team that serves the highest-value customers across Fanatics. This is a 3-month contract position. The foundation is already here: a strong 90-day onboarding playbook for Account Managers, nine VIP-specific eCourses, and live sessions led by VIP leaders. Your job is to take it further. You'll design the growth path that picks up where onboarding ends, stand up an Acquisition onboarding journey that doesn't exist yet, and raise the bar on what's already running. This is a builder's role, not an oversight role. You'll interview VIP leaders and top performers, audit what exists, design the architecture, author the content yourself, pilot it with real learners, and hand off a program the team can actually sustain. You won't do it alone. VIP leadership serves as your subject matter experts and session facilitators, and the Learning & Development team backs you with brand and design-system assets, instructional design consulting, QA, and LMS administration. If you possess some of these skills but not all of them, we still encourage you to apply!

Requirements

Senior L&D or instructional design experience, including building a learning function from the ground up for a VIP, host, or high-value customer organization.
Direct experience in regulated online sports betting or iGaming, with working knowledge of Responsible Gaming, KYC, and AML obligations as they apply to customer-facing teams.
Hands-on authoring capability — you build in Articulate Rise or an equivalent tool yourself rather than briefing it out.
A track record of getting content out of busy subject matter experts and turning it into something learners can use, on a deadline.
Strong facilitation skills and comfort leading live sessions with senior audiences.
Comfort operating with speed and ambiguity. You're the kind of person who'd rather start building in week three than keep discovering.
Open to business travel where in-person facilitation is required (covered by FBG).

Nice To Haves

Experience designing onboarding for sales, account management, or acquisition roles.
Familiarity with Docebo or a comparable LMS.
Experience using AI tools to accelerate content creation and delivery.
Background supporting high-growth tech or service organizations where priorities shift fast.

Responsibilities

Design the VIP Learning Architecture: Build the end-to-end program design across Account Manager, Acquisition Rep, and non-customer-facing tracks — learner journeys, content, modality, measurement, and communications.
Map learning progression from day one through the first year in role, including onboarding milestones, upskilling, and manager development.
Define what's tenure- or role-gated versus open to a wider audience, and make the logic clear enough that someone else can apply it after you're gone.
Build the live and virtual training calendar — session owner, facilitator, audience, cadence, and prerequisites for each.
Build Acquisition Onboarding from the Ground Up: Produce a 30/60/90-day flow for Acquisition Reps with stage owners, practice reps, and clear readiness bars.
Sequence system access, meetings, and licensing so new hires aren't waiting on logistics to start learning.
Design a manager playbook for Acquisition hiring managers and onboarding leads.
Refresh the existing Account Manager flow based on what your audit turns up.
Author the Content: Extract what's in VIP leaders' heads and turn it into usable material — eCourses, job aids, facilitator guides, slides, practice scenarios.
Build it yourself in Articulate Rise or an equivalent tool, on deadline, in the FBG learning voice.
Make sure every topic lands in VIP's actual context, not a generic version of it.
Pilot, Measure, Hand Off: Run the highest-priority programming live with real learners and real stakeholders.
Collect feedback, iterate, and tell VIP and L&D honestly what worked and what didn't.
Deliver a handoff package: everything you built, your recommendations, and what it takes to sustain the program — staffing, resourcing, and content maintenance included.