Role Summary: The Senior Learning Specialist strengthens organizational capability by identifying learning needs, designing practical development solutions, and facilitating engaging learning experiences that help employees perform with confidence. This role partners with leaders and subject matter experts to translate business priorities, compliance expectations, and employee development needs into effective curricula, resources, and learning experiences across multiple delivery formats. This role thrives on collaboration, continuous improvement, and using feedback and insights to deliver meaningful learning solutions that support APGFCU's mission, values, member experience, and strategic priorities.
Key Responsibilities: - Design and Develop Learning Solutions (25%): Use instructional design practices and adult learning principles to create instructor-led, self-guided, virtual, asynchronous, and digital learning experiences, including facilitator guides, job aids, handouts, implementation plans, and other resources that support consistent skills application on the job.
- Facilitate Engaging Development Experiences (25%): Deliver interactive learning for employees at all levels using classroom, virtual, one-on-one, discussion-based, deliberate practice, and blended formats, with content that may include soft skills, technical systems, compliance, onboarding, and leadership development.
- Consult on Learning Needs and Performance Gaps (20%): Partner with Talent Development and Talent Management leadership, business people leaders, and key stakeholders to assess development needs, review performance trends, conduct needs assessments, and recommend practical learning solutions that improve employee readiness and business outcomes.
- Evaluate Learning Impact and Improve Programs (10%): Collect and analyze feedback, observations, completion data, and performance indicators to assess program effectiveness, identify improvement opportunities, and recommend enhancements that increase relevance, efficiency, and measurable impact.
- Support Organizational Initiatives and Change (10%): Serve as a learning consultant on projects, focus groups, process improvements, and organizational initiatives by translating change impacts into clear learning, communication, and performance support strategies.
- Build Partnerships and Stay Current (5%): Collaborate with internal business partners and external resources to remain current on APGFCU products, services, initiatives, regulatory training expectations, learning technologies, and emerging development practices.
- Maintain Learning Operations and Records (5%): Support internal processes to include scheduling, training materials, classroom resources, equipment, and Learning Management System administration and reporting to ensure accurate, reliable learning operations.
- Perform Additional Responsibilities: Complete other duties and special projects as assigned to support evolving business, employee development, and team priorities.
A Typical Day in the Role: - Consult with Leaders and Teams: Meet with stakeholders to understand performance needs, upcoming initiatives, learner challenges, and desired outcomes.
- Design Practical Learning Resources: Build or update curricula, facilitator guides, job aids, activities, digital learning content, and implementation plans that make learning relevant and easy to apply.
- Facilitate Learning Experiences: Lead engaging sessions for new hires, frontline teams, leaders, and other employee groups using inclusive, interactive facilitation techniques.
- Analyze Feedback and Results: Review evaluations, training records, observations, and stakeholder input to identify trends and strengthen future learning solutions.
- Maintain Learning Systems and Materials: Update records, prepare materials, coordinate logistics, organize classroom resources, and support Learning Management System administration and reporting as needed.
- Contribute to Organizational Projects: Participate in meetings, focus groups, project teams, and process improvement efforts that support employee development and organizational performance.
Qualifications: - Relevant Education or Equivalent Experience: Bachelor's degree in Human Resources, Communications, Business Administration, Education, or related field. Master's degree preferred.
- Learning and Development Experience: Four to six years of training, learning and development, organizational development, or related experience, preferably in a financial institution or regulated environment.
- Instructional Design Capability: Minimum three years experience designing curricula, facilitator materials, job aids, assessments, and digital learning using adult learning principles and instructional design methods. Experience using authoring tools and multimedia tools is a plus.
- Facilitation and Communication Skills: Strong written, verbal, presentation, and facilitation skills, with the ability to explain technical and soft skill/behavioral content clearly to diverse audiences.
- Consultative Partnership: Ability to build trust with leaders and employees, ask effective questions, use tact and diplomacy, and recommend learning solutions that align with business needs.
- Technology Proficiency: Proficiency with Microsoft applications and ability to learn and communicate technical systems effectively; Learning Management System administration and digital learning development experience preferred.
- Adaptability and Continuous Improvement: Comfortable navigating and leading change, researching emerging learning practices, managing multiple priorities, and identifying ways to improve processes, tools, and learner experience.
- Preferred Credentials: Leadership development, project management, instructional design, or learning technology certifications are helpful but not required.
How You Show Up: Core Competencies - Agility, Learning & Innovation: Responds effectively to change, learns quickly, and adjusts behaviors, systems, or workflows to meet evolving learning and organizational needs. Contributes improvements that support organizational progress.
- Collaboration & Teaming: Works effectively and inclusively with others to achieve shared goals, strengthen partnerships across departments, and create unified and value-driven member and team experiences.
- Emotional Intelligence: The ability to recognize, understand, and manage one's own emotions and the emotions of others to drive effective workplace interactions and individual performance. It involves maintaining a balance between logic and feeling to navigate challenges, build collaborative relationships, and contribute to a resilient and engaging organizational climate.
- Listening & Communication: Communicates clearly, respectfully, and transparently. Demonstrates presence, empathy, and alignment in every interaction.
- Trusting Relationships: Builds authentic, respectful, and supportive relationships that strengthen teamwork, enhance psychological safety, and create meaningful member and coworker experiences.
- Employee-Centric Mindset: Prioritizes the experience of internal stakeholders in every aspect of the learning process.
What Success Looks Like: - Learning Solutions Meet Business Needs: Programs are aligned to clear performance outcomes, stakeholder expectations, compliance requirements, and APGFCU priorities.
- Employees Are Better Equipped to Perform: Learners leave training with practical tools, confidence, and clarity they can apply in their day-to-day work.
- Facilitation Is Engaging and Inclusive: Sessions encourage participation, respect different learning needs, and create a productive environment where employees can practice and grow.
- Programs Continuously Improve: Feedback, data, observations, and stakeholder input are used to refine curriculum, improve delivery, and increase impact over time.
- Learning Records Are Accurate and Reliable: Training documentation, completion tracking, and compliance-related records are maintained with attention to accuracy and timeliness.
- Stakeholders View the Role as a Trusted Partner: Leaders and employees experience the role as consultative, responsive, solutions-oriented, and focused on shared success.
- The Role Advances APGFCU's Mission and Culture: Learning experiences reinforce APGFCU's mission, vision, values, service expectations, and commitment to employee growth.
Location: This is a hybrid role with a regular onsite presence required every Wednesday in Edgewood, Maryland as well as attendance at in-person facilitation assignments, team meetings, and other business-related meetings as needed.
Compensation: $69,800-$111,800Offers are based on experience and education.
