Senior Learning & Development Specialist

To apply for the Senior Learning & Development Specialist role at IPEX, you will need a relevant university degree or certification in education or adult training. Preferably, candidates should have a certification in human resource management. Additional skills, like knowledge of behavioral assessments (such as DISC), are advantageous.

The Senior Learning & Development Specialist at IPEX is responsible for designing and delivering diverse learning solutions that support business goals. This includes consulting with stakeholders, overseeing quality standards within the department, coaching junior staff, and utilizing various training methods to engage senior audiences effectively.

Candidates for the Senior Learning & Development Specialist position at IPEX should possess at least 7 years of combined experience in a Learning & Development role, including 2 years within a manufacturing environment. Experience with eLearning tools and project management is also crucial.

As a Senior Learning & Development Specialist at IPEX, proficiency with eLearning authoring tools like Articulate Storyline and Adobe Captivate is essential. A strong command of Microsoft Office, familiarity with virtual delivery tools like Zoom and Microsoft Teams, and a solid understanding of various learning technologies are also required.

Yes, the Senior Learning & Development Specialist at IPEX may be required to travel up to 20% of the time to support various learning programs. This travel will likely involve engaging with teams across different locations to ensure training effectiveness.

When answering this question, detail your understanding of each phase of the ADDIE model—Analysis, Design, Development, Implementation, and Evaluation. Provide examples from your previous roles where you successfully applied this model to create effective training programs.

A solid answer would involve discussing the various methods you use to keep your skills and knowledge up-to-date, such as attending industry conferences, participating in webinars, reading relevant publications, and engaging with professional organizations in the Learning & Development field.

Discuss your experience in using different evaluation methods, such as Kirkpatrick’s Four-Level Training Evaluation Model or assessing KPIs relevant to training outcomes. Providing concrete examples of how you've measured success in past programs will enhance your answer.

Talk about understanding the specific needs and expectations of senior leaders. Emphasize how you would collaborate with subject matter experts, focus on strategic business objectives, and incorporate high-level training formats, such as strategic workshops and executive coaching.

Your response should showcase a specific instance when you mentored a junior colleague. Discuss the goals of your coaching, the methods used (like one-on-one meetings or collaborative projects), and how this helped improve their skills and confidence.

Share specific eLearning tools you've used, such as Articulate Storyline or Adobe Captivate. Explain how you leveraged these technologies to create engaging content that met learning objectives, highlighting any successful projects you led.

Discuss time management techniques you employ, such as prioritizing projects based on deadlines, using project management tools, and setting clear milestones. Give examples of how these practices led to successful project completions.

Illustrate the importance of feedback in your process, both from recipients of training and stakeholders. Detail how you've utilized feedback to refine training materials and improve programs, emphasizing the iterative nature of effective L&D.

Share a specific example that highlights not just the challenge but also the step-by-step strategy you implemented to address it. Focus on the creative problem-solving aspect and the positive outcomes that resulted from your efforts.

Talk about specific initiatives you led or contributed to that fostered a culture of learning, such as workshops, peer training, or mentoring programs. Highlight quantifiable results to demonstrate the impact of these initiatives on organizational learning.