Senior Learning & Development Specialist - job 1 of 2

As a Senior Learning & Development Specialist at Jobgether, your main responsibilities include designing and delivering interactive training programs, aligning learning initiatives with internal career frameworks, managing digital learning platforms, and assessing the effectiveness of training through data analysis. You will collaborate with various teams to identify learning needs and support core HR initiatives to enhance employee development and performance.

To qualify for the Senior Learning & Development Specialist position at Jobgether, candidates should have 4+ years of experience in Learning & Development or HR, ideally within tech or remote-first environments. A strong background in instructional design and adult learning principles is essential. Familiarity with Learning Management Systems and online training tools will also be highly valued.

Jobgether ensures the effectiveness of its learning initiatives by measuring the impact through various assessments, surveys, and performance data. As a Senior Learning & Development Specialist, you’ll be responsible for applying this data to iterate on training programs, ensuring continuous improvement and alignment with organizational objectives.

Crucial skills for a Senior Learning & Development Specialist at Jobgether include strong project management abilities, excellent organizational skills, and the capacity to communicate effectively with employees at all levels. Additionally, proficiency in analyzing learning impact using data-driven insights is essential for conveying results and enhancing learning strategies.

At Jobgether, a Senior Learning & Development Specialist can expect a dynamic remote-first work environment that encourages collaboration across a distributed and multicultural team. This role offers the flexibility to work autonomously while also engaging closely with team members from diverse backgrounds to drive employee growth and learning.

In your response, highlight specific instructional design projects you've managed, the methodologies you employed, and how your designs have effectively met learning objectives. Be sure to mention any tools or software you have used to enhance the learning experience.

Outline the assessment methods you have used, such as surveys, quizzes, and performance metrics. Be prepared to give examples of how you modified programs based on feedback and data analysis, showcasing your commitment to continuous improvement.

Discuss your approach to understanding business goals, collaborating with key stakeholders, and ensuring that learning initiatives support those objectives. You might also mention any frameworks or tools you've used to maintain this alignment.

Share a specific challenge related to engaging employees or measuring the impact of a program. Highlight the steps you took to resolve the issue and the results that followed, emphasizing your problem-solving skills.

Discuss your methods for continuous learning, such as attending workshops, engaging with professional communities, reading industry publications, or leveraging online resources. This shows your dedication to professional growth and staying informed.

Share details about the specific LMS platforms you have worked with, your role in managing these systems, and how you ensured that they effectively served the organization's training needs.

Discuss a key principle such as self-directed learning or the relevance of learning materials to adult learners' experiences. Explain how you incorporate these principles into your training designs and sessions.

Explain your strategies for fostering an inclusive environment during training, such as using culturally relevant examples, encouraging participation, and tailoring your approach to meet varying learning preferences.

Highlight the importance of gathering feedback from participants and stakeholders both during and after training sessions. Discuss how you incorporate this feedback to refine your programs and enhance their effectiveness.

Discuss your approach to engaging teams in discussions about their learning needs, how you gather input, and how you determine priority based on strategic objectives and available resources.