Technical Learning Program Architect

Pay Range: $50.32hr - $53.92hr

Job Overview:

The role purpose is to create the architecture and implementation roadmap for a training and development program to be piloted in HUB Operations as well as the Automation & Communication and Power Conversion Solutions Operating Units. Specific areas of focus will include onboarding, early career development, new employee development, and management development. Incorporation of knowledge from existing corporate functional competency models or technical training content will be in scope, while the creation of actual technical training will remain out of scope.

Key Responsibilities:

• Establish overview of training and development process (TDP) in lifecycle terms from onboarding through retirement.
• Conduct a comprehensive inventory of training materials, technical documentation, recordings, job aids, tools, and knowledge assets across target departments and align according to the TDP lifecycle.
• Collect data associated with gaps, challenges, and opportunities for improvement in the TDP lifecycle.
• Facilitate working sessions with technical SMEs, leaders, HR, and Learning & Development to capture requirements and critical knowledge.
• Identify content and capability gaps and prioritize them based on business risk, learner need, and impact.
• Design the learning architecture, including role-based curricula, onboarding pathways, sequencing, proficiency milestones, assessments, and delivery methods. Ensure alignment with minimum requirements per ISO9001 certification standards.
• Guide SMEs in creating or updating content using practical templates and standards; directly develop priority assets when needed.
• Define repository structure, naming conventions, ownership, version control, review cycles, and maintenance processes.
• Pilot priority learning pathways, gather feedback, and refine the architecture before broader implementation.
• Use approved AI tools responsibly to accelerate Client, classification, gap analysis, curriculum mapping, drafting, and quality review, with SME validation and human oversight.
• Transfer the methodology, tools, and governance model to designated owners.

Expected Deliverables:

• TDP Lifecycle Process Overview.
• Current-state content inventory identifying owners, locations, audiences, condition, and recommended disposition.
• Gap Analysis.
• TDP roadmap for each category: new employees, early-career employees, managers, and high-potential talent.
• Learner and capability needs assessment for early-career employees, new employees, managers, as well as employees in the "High Impact Performer", "Growth Talent", and "Future Leaders" categories.
• Gap, duplication, accessibility, and risk analysis with prioritized recommendations.
• Learning architecture and role-based curriculum maps.
• Phased implementation roadmap with quick wins, priorities, dependencies, owners, and measures of success.
• Pilot-ready learning pathway for an agreed priority audience.
• Content standards, SME templates, repository structure, governance model, and maintenance process.
• Knowledge-transfer package and sustainable handoff to internal owners.

Required Qualifications:

• Significant experience in learning architecture, curriculum strategy, instructional design, technical enablement, or corporate learning.
• Demonstrated experience assessing fragmented learning environments and building structured programs, academies, onboarding curricula, or technical learning ecosystems from the ground up.
• Strong capability in content inventory, needs analysis, curriculum mapping, learning-path design, assessment strategy, and program evaluation.
• Experience facilitating SMEs and translating complex technical knowledge into practical learning experiences.
• Ability to create structure from ambiguity and lead Client, design, stakeholder review, pilots, and implementation planning.
• Knowledge of adult learning, blended learning, accessibility, inclusive design, and sustainable content governance.
• Proficiency with modern authoring, collaboration, content-management, and learning-platform tools.
• Practical experience using generative AI to improve learning work, with sound judgment regarding validation, confidentiality, intellectual property, bias, and responsible use.
• Excellent consulting, facilitation, written communication, and stakeholder-management skills.
• Bachelor's degree in a relevant field, or equivalent relevant experience.

Preferred Qualifications:

• Experience supporting engineering, manufacturing, energy, technology, field-service, or other technical workforces.
• Experience designing learning for employees and third-party workers with differing access or compliance requirements.
• Portfolio demonstrating learning architecture, curriculum maps, onboarding programs, or academy design.

Measures of Success:

• Organization knows what content exists, where it is located, who owns it, and what should be retained, updated, created, or retired.
• Priority audiences have clear learning pathways and readiness milestones.
• SMEs can contribute efficiently using repeatable standards and templates.
• Content is accessible, findable, governed, and maintainable.
• Organization has a practical roadmap and internal ownership model for scaling the program after the engagement.

Primary Objective:

The initial focus will be on the engineering population. The organization has employees at different career levels-from entry-level engineers through highly experienced professionals-but currently lacks a clearly structured learning curriculum aligned to those career stages. The individual will help evaluate what learning should look like across levels such as P10, P20, P30, P40, and P50, recognizing that the training needs will differ significantly by experience level.

Immediate Business Priority:

Three new electrical engineers are scheduled to start shortly. While the successful candidate will likely not be onboarded in time for their initial start, these employees can serve as an important learning opportunity for the new role. The candidate may observe and assess the onboarding/training experience of these new engineers, identify what worked and what did not, gather feedback from the new employees, document gaps in the current training experience, and use those findings to help design a more scalable and structured learning approach for future engineering hires.

Existing Global Training Content:

A significant part of the role will involve identifying training that already exists globally. -based employees due to time-zone differences. The candidate should evaluate whether existing content can be repurposed, localized, translated, or delivered differently rather than recreated from scratch. S. environment and adapted appropriately. workforce.

AI / Technology Experience:

Experience using AI to support learning-content development would be a strong advantage. The role will require a significant amount of output in a relatively short period of time. The hiring team is open to someone who already has experience using AI tools for content creation, instructional design, research, curriculum development, or similar activities. At minimum, the candidate should be highly interested in learning how to use AI effectively. The expectation is not necessarily to create perfect materials immediately, but to develop useful content quickly, iterate, and continuously improve it.

Key Candidate Characteristics:

The ideal candidate should be independent, self-directed, proactive, and comfortable taking ownership. They should be comfortable working through ambiguity, as the initiative is still evolving, and able to take a conceptual idea and turn it into a structured approach. Additional key traits include being comfortable engaging and following up with busy stakeholders, remaining flexible and open-minded rather than overly rigid in methodology, demonstrating curiosity and willingness to learn the technical environment, working quickly to produce tangible outputs, and being comfortable experimenting and refining solutions as more information becomes available. This is an evolving/conceptual assignment where not every process, deliverable, or requirement has been defined, and the candidate will help create that structure.