Learning & Development Developer

As a Learning & Development Developer at DN Tanks, you will design, develop, implement, and manage learning programs that drive employee growth. You'll collaborate with various business functions to create effective training content, evaluate learning solutions based on feedback, optimize training access, and innovate methods of employee development. Your role will support performance improvement across the organization, ensuring employees have the skills needed to excel.

To qualify for the Learning & Development Developer position at DN Tanks, candidates should possess a bachelor's degree in Human Resources, Training and Development, Communications, or a related field. A minimum of 2 years in training or development is required, alongside strong communication and presentation skills. Familiarity with multimedia training platforms, content creation software, and video content creation will also be beneficial.

DN Tanks evaluates the effectiveness of its learning solutions through continuous feedback mechanisms from employees and leadership. By utilizing data analytics, the Learning & Development Developer assesses the impact of training initiatives, proposes key performance indicators (KPIs), and measures ROI to ensure learning solutions meet organizational needs and foster employee development.

A Learning & Development Developer at DN Tanks can look forward to a competitive compensation package, an annual incentive program, a robust 401k plan with employer matching, and comprehensive health benefits. Additional perks include paid time off, tuition reimbursement, gym reimbursement, and an Employee Assistance Program. We prioritize employee well-being and career growth in a supportive environment.

Yes, being bilingual in English and Spanish is preferred for the Learning & Development Developer role at DN Tanks. This skill can greatly enhance communication and the effectiveness of training programs, allowing for a more inclusive approach to employee development within a diverse workforce.

In my previous role, I was responsible for designing and implementing several learning programs that catered to various employee needs. I focused on creating engaging content, utilizing feedback for continuous improvement, and ensured that I integrated modern learning technologies to enhance accessibility and effectiveness.

I typically employ pre-and post-training assessments, and I also gather feedback from participants to identify areas of improvement. Additionally, I analyze performance metrics to gauge the impact of training on job performance, which helps in refining future programs.

I regularly attend industry conferences, participate in webinars, and subscribe to relevant publications to keep up with the latest trends in learning and development. Networking with fellow professionals also provides insights into innovative practices that I can incorporate into my work.

I am proficient with several multimedia tools, including Articulate 360, Adobe Captivate, and various Learning Management Systems (LMS). These tools allow me to create engaging, interactive content that resonates with different learning styles.

Absolutely! After receiving feedback that a certain program was too lengthy and not engaging enough, I revisited the content, redesigned it into shorter, more interactive modules, and incorporated more hands-on activities. The revised program received positive reviews, significantly improving participant engagement.

I prioritize inclusivity by offering training in multiple formats such as in-person, virtual, and self-paced online courses. Additionally, I work to accommodate different learning speeds and styles to ensure that every employee can benefit from the training provided.

In a previous position, I worked with the HR, IT, and Operations teams to develop a comprehensive onboarding program. By collaborating with each department, we ensured that new employees received a well-rounded introduction to their roles and the company culture.

Data is crucial to my development process. It helps me identify learning gaps, track progress, and evaluate the effectiveness of training initiatives. I use both qualitative and quantitative data to inform decisions and ensure that programs align with business objectives.

I would conduct a thorough needs assessment that involves collecting input from employees across different levels and functions. By understanding the specific needs of various groups, I can prioritize training that addresses the most critical skills gaps while ensuring inclusivity.

My approach to continuous improvement involves regular evaluations of training content and processes. I embrace an iterative design model, applying feedback and emerging best practices to enhance the effectiveness of learning solutions consistently.