L&D Consultant

Hirezar; Deutschland; Vor Ort; EUR 70.000 - 110.000; Teilzeit

Zusammenfassung

Hirezar seeks a senior Learning & Development Consultant to design, build, and hand off a complete L&D function for installers and customers on a roughly six‑month remote engagement. You will create strategy, content, and processes and establish tooling to sustain the program after you leave.

You will work independently to deliver repeatable content, scalable processes, and a turnkey handoff package that enables internal owners to run L&D long after the engagement ends.

Qualifikationen

• Senior L&D professional with a track record building programs from the ground up.
• Experience creating technical or field-enabled content and customer education materials.
• Hands-on content creation across formats (guides, e-learning, video, assessments).
• Experience selecting and setting up LMS, authoring tools, and knowledge-base platforms.
• True consultant with ability to scope, build, and transition within a fixed timeline and minimal existing infrastructure.
• Excellent written English with clarity and detail.
• Available for a full ~6‑month engagement.

Aufgaben

• Assess gaps and define an L&D roadmap for installers and customers.
• Prioritize builds within a six-month window based on impact.
• Establish how training effectiveness will be measured and improved post-handoff.
• Create installer enablement content (field, technical, deployment, safety).
• Create customer onboarding and education content (product/service use, self-serve support).
• Produce content across formats—guides, job aids, e-learning, video, assessments.

Kenntnisse

Senior L&D

Instructional design

Enablement/content authoring

Content creation

Written English

Consulting mindset

Tools

LMS

Authoring tools

Knowledge base platforms

Jobbeschreibung

Learning & Development Consultant — Installer & Customer Enablement

Location / Employment Details

• Contract / consulting engagement, approximately 6 months, remote
• Full project scope: build the Learning & Development function from the ground up and transition it to internal owners at the end of the engagement
• Schedule: flexible; some overlap with Canadian and European time zones will help, given where installers and customers are based

About the Company

We are a rapidly growing U.S.-based operations partner that runs the back‑office and field operations for growing businesses — quietly, under our clients' own brands. Our work spans two sides: field operations, where we deploy and coordinate technicians and installers with a satellite connectivity provider across Canada, Europe, and other regions; and back‑office operations, where we handle onboarding, payroll, compliance, and CRM work so our clients' teams can stay focused on their business.

As our installer network and customer base grow, training has been handled ad hoc. We are bringing in a senior consultant to build a real Learning & Development foundation — and then hand it off as a function that runs on its own.

About the Role

This is a fixed, roughly six-month engagement to spearhead Learning & Development for two audiences: our field installers and our customers. Today there is no formal program — no standardized content, no repeatable process, and no dedicated tooling. You are being brought in to design and build all three, then transition it to the team.

The mandate is deliberately build-and-exit. Success is not measured by how much you produce while you are here; it is measured by what keeps working after you leave — content that stays current, a process the team can run, and tools that are set up and adopted. This role suits a senior specialist who has stood up L&D from scratch before, works independently with minimal existing infrastructure, and designs for handoff rather than dependence.

Key Responsibilities

Strategy & Program Design

• Assess current gaps and define an L&D roadmap for both installers and customers
• Prioritize what gets built first based on impact and the six-month window
• Establish how training effectiveness will be measured so the program can improve after handoff

Content Development

• Create installer enablement content (field, technical, deployment, and safety-oriented material as relevant)
• Create customer education content (onboarding, product and service use, self-serve support)
• Produce content across appropriate formats — guides, job aids, e-learning, video, and assessments — with a high bar for clarity and accuracy

Process & Systems Setup

• Design repeatable onboarding and training processes for installers and customers
• Select, set up, and configure the supporting tooling (LMS, authoring tools, knowledge base) so it is usable and adopted, not just installed
• Document the process end-to-end so it is maintainable without you

Enablement & Handoff

• Train and equip the internal owners who will run L&D after the engagement
• Deliver a clean handoff package — content library, process documentation, and tooling setup — so the function is self-sustaining
• Report progress, priorities, and deliverables to leadership throughout

Required Qualifications

• Senior L&D, instructional design, or enablement professional with a track record of building training programs from the ground up, not maintaining existing ones
• Direct experience creating technical or field‑based enablement and/or customer/product education content
• Hands‑on content creation across multiple formats (written guides, e-learning, video, assessments)
• Experience selecting and setting up L&D tooling — LMS, authoring tools, and knowledge‑base platforms
• A true consultant skill set: able to scope, build, and transition within a fixed timeline and with minimal existing infrastructure
• Excellent written English with a high bar for clarity and detail
• Available for a full ~6‑month engagement

Preferred Qualifications

• Background in field services, telecom, connectivity, trades, or other technical training environments
• Experience training a distributed contractor or installer network
• Experience in a scaling operations, outsourcing, or BPO environment
• Exposure to AI‑assisted content creation or learning tooling
• Experience standing up training for two distinct audiences (internal/technical and external/customer)

Ideal Candidate Profile

You are a builder who thrives with a blank slate and a deadline. You have done this before — walked into an organization with no formal L&D and left behind a program that runs without you.

You are equally strong at content and systems: you can write the material, design the process, and stand up the tools. You work independently, scope your own priorities, and are comfortable being the only person driving this forward.

Above all, you design for handoff. You build so the team can carry it, not so