Learning and Content Program Manager

As a Learning and Content Program Manager at Restaurant365, you will oversee the content management and learning management systems. Your key responsibilities include organizing and optimizing content for searchability, collaborating with cross-functional teams to gather and centralize materials, and streamlining access to onboarding and training resources. You will also develop processes for regular content updates and audits, ensuring relevance and quality.

To succeed as a Learning and Content Program Manager at Restaurant365, candidates should have 3-5 years of enablement experience, preferably in SaaS, and familiarity with content and learning management systems. Strong organizational skills, collaboration experience with departments like Revenue Enablement and Customer Success, and proficiency in content reporting metrics are essential. A bachelor's degree is strongly preferred.

The Learning and Content Program Manager plays a vital role in creating structured and engaging onboarding experiences for new hires at Restaurant365. You will design and manage learning resources, ensuring they are interactive and effective, and collaborate on new hire resources to align with organizational goals for onboarding, making the transition smoother for all new team members.

A Learning and Content Program Manager at Restaurant365 would typically use various content and learning management systems. The role requires hands-on experience with tools like Showpad or similar, as well as knowledge of eLearning tools for developing onboarding modules. Additionally, proficiency in optimizing system workflows and using analytical tools for content reporting is crucial.

The salary range for the Learning and Content Program Manager position at Restaurant365 is between $110,000 and $130,000. This range is based on various factors including skills, experience, and location, alongside comprehensive benefits including medical coverage, 401k matching, and unlimited PTO to support work-life balance.

To effectively manage content organization in a CMS, I would first assess the existing content structure, identify gaps, and prioritize key areas for improvement. Implementing a tagging system for easy searchability is crucial, as well as regular audits to ensure up-to-date content. I would also communicate regularly with cross-functional teams to understand their needs and adjust the CMS accordingly.

When discussing my experience with learning management systems, I would emphasize specific tools I've used, such as Showpad. I would detail how I designed eLearning modules, structured onboarding processes, and tracked user engagement metrics to continuously improve the training experience for users.

To ensure content is engaging for new hires, I would focus on interactive eLearning formats, use multimedia resources like videos and infographics, and integrate feedback mechanisms to constantly improve the training materials based on user experience. Collaborative projects and sharing success stories can also help make content relatable.

Handling tight deadlines requires strong time management and organizational skills. I would typically prioritize projects based on urgency and impact, create a detailed project timeline, and communicate actively with stakeholders to ensure alignment. Flexibility and adaptability are key as well, allowing me to pivot as needed to meet deadlines.

Collaboration is vital for a Learning and Content Program Manager. Working closely with different departments allows for a holistic understanding of content needs and ensures that the resources developed are applicable and useful across the organization. Building strong relationships fosters open communication and efficient project execution.

To track content effectiveness, I would implement analytic tools to monitor usage metrics, engagement rates, and completion statistics. Surveys and feedback sessions can provide qualitative insights. Regularly reviewing these metrics allows for informed adjustments to maximize impact and ensure resources meet learners' needs.

In a previous role, I identified a significant knowledge gap in the onboarding process. I collaborated with subject matter experts, conducted interviews, and created a targeted training module to bridge the gap. After initial implementation, I gathered feedback and continuously refined the module to ensure it met the objectives effectively.

I find tools like Showpad, SharePoint, and Google Drive very effective for content management. Each offers unique features for collaboration, organization, and version control, allowing teams to access up-to-date resources easily. Familiarity with these tools helps ensure a seamless workflow and efficient content retrieval.

When updating existing content, I employ a structured approach: first, I review the current content for relevance and accuracy, then I consult with stakeholders for feedback. I apply necessary updates and changes, and finally, I implement a regular review schedule to keep the content fresh and aligned with the latest information.

Successful onboarding begins with clear expectations and engaging materials. It is essential to provide structured resources, foster early connections with team members for support, and create an environment that encourages questions. Gathering feedback post-onboarding is also crucial to assess effectiveness and identify areas for improvement.