Learning & Development Consultant (Instructional Design)

As a Learning & Development Consultant (Instructional Design) at Cross River, your core responsibilities include designing and implementing experiential learning programs, assessing organizational learning needs, partnering with SMEs for alignment, and evaluating the effectiveness of deployed strategies. Your role will also involve facilitating workshops and managing employee development activities to align with organizational values.

Cross River is looking for candidates with at least a Bachelor’s degree and a minimum of 5 years of demonstrated experience in Learning & Development or Instructional Design. Candidates should possess advanced knowledge of adult learning principles, e-learning tools like Articulate Storyline, and strong facilitation skills, along with proficiency in MS Office and graphic design tools.

Cross River offers a collaborative and family-oriented work environment where innovation and teamwork are highly valued. As a Learning & Development Consultant, you can expect to work closely with diverse teams, participate in special projects, and have the flexibility of a 1099 contract role, which promotes a healthy work-life balance.

Cross River emphasizes the evaluation of learning effectiveness through feedback and performance metrics. As a Learning & Development Consultant, you'll analyze learner outcomes and implement data-driven adjustments to enhance training programs. By staying updated with the latest industry trends and instructional design best practices, you will play a key role in sustaining an excellent learning culture.

Collaboration is essential for a Learning & Development Consultant at Cross River, as you will work closely with business leaders, HRBPs, and subject matter experts. This collaborative approach ensures that training solutions arise from real business needs and facilitates alignment with company objectives, ultimately creating a more effective and engaging learning experience.

To effectively assess learning needs, start by gathering quantitative and qualitative data through surveys, interviews, and discussions with stakeholders. Analyze performance gaps and solicit feedback on current training programs to identify areas for improvement. This comprehensive approach ensures that you tailor learning initiatives to meet specific organizational goals.

In my previous roles, I have utilized various instructional design tools such as Articulate Storyline and Rise to create engaging e-learning content. I focus on user-centered design principles, ensuring that materials are visually appealing and meet the needs of diverse learning styles. I am always keen to explore new technologies and incorporate innovative methods.

To measure effectiveness, I utilize a mix of qualitative feedback and quantitative data. Post-training surveys, assessments, and performance metrics help determine whether learning objectives are met. Continuous follow-up with participants and stakeholders also provides ongoing insights into the program's impact, leading to iterative improvements.

I stay informed by following industry publications, attending workshops and webinars, and participating in professional learning communities. I also engage with thought leaders on platforms like LinkedIn and explore new research on adult learning principles and emerging technologies that can enhance training efficacy.

One of my most successful initiatives involved launching a blended learning program that transformed onboarding for new hires. I collaborated with key stakeholders to identify gaps, created engaging e-learning modules, and facilitated in-person workshops. The initiative resulted in a significant reduction in onboarding time and improved engagement scores among new employees.

Effective workshops begin with clear objectives and an engaging agenda. I encourage participation through interactive activities, group discussions, and real-life scenarios. Additionally, I adjust my facilitation style based on the audience dynamics, ensuring that everyone is included and that diverse perspectives are valued.

I advocate for a culture of continuous learning by promoting resource accessibility, facilitating knowledge-sharing sessions, and recognizing employee development achievements. By establishing regular touchpoints for feedback and providing learning opportunities, employees feel valued and are more likely to engage actively in their professional growth.

Handling resistance requires empathy and clear communication. I would engage stakeholders to understand their concerns and collaborate with them to demonstrate the benefits of the new program. Providing pilot sessions or showcasing success stories can often alleviate fears and encourage broader acceptance.

Feedback is crucial in my instructional design process. I actively seek input during the design phase and after program delivery to refine content and improve the learner experience. Constructive feedback not only enhances the final product but also fosters a sense of ownership among stakeholders and learners.

To align learning programs effectively, I initiate discussions with leaders to understand key business objectives. I then translate these goals into measurable learning outcomes, ensuring that training content directly supports strategic initiatives. Regular collaboration and reassessment also ensure ongoing alignment as business needs evolve.