Learning and Development Consultant

Casper's Ice Cream; Richmond (UT); On-site; USD 70,000 - 90,000; Full time

Job summary

A leading frozen novelties manufacturer in Richmond is seeking an experienced Learning & Development Consultant to design and execute a comprehensive training program tailored for frontline employees and supervisors. This hands-on role requires expertise in converting operational standards into effective training, strong facilitation skills, and a proven track record in manufacturing environments. Successful candidates will be directly involved in building programs that enhance performance and safety within the workforce, ensuring that training is effective and sustainable.

Qualifications

• Proven experience as an L&D consultant or training program builder.
• Strong background in manufacturing, industrial, or operations-driven environments.
• Demonstrated success converting SOPs and operational standards into training programs.
• Experience running training programs from concept through pilot and full rollout.

Responsibilities

• Design and execute a full Learning & Development program.
• Review SOPs, observe operations, and identify gaps.
• Develop training materials and standardized pathways.
• Build and run pilot programs with frontline teams and gather feedback.

Skills

Strong facilitation skills

Change management

Stakeholder alignment skills

Comfortable working with hourly employees

Execution-oriented approach

Job description

Casper’s Ice Cream is a $140M frozen novelties manufacturer with a proud 100-year heritage and a rapidly growing national brand portfolio. Our flagship FatBoy brand is one of the fastest-growing novelties in the U.S. We operate two state-of-the-art high-speed automated production lines and are bringing three new mid-speed lines online between now and Q1 2025. We have invested in the RedZone workforce collaboration platform and modern automation across the factory. We have built a high-caliber leadership team which combines deep Casper’s experience with backgrounds from industry leaders including Mars, Nestlé, PepsiCo, and Amazon.

Overview

We are seeking an experienced Learning & Development Consultant to design, build, and execute a full Learning & Development program from the ground up for our frontline workforce and first-line supervisors within a manufacturing environment.

This engagement requires someone who can take existing SOPs, operational standards, and policies and convert them into a structured, practical, and scalable training program—from initial assessment through pilot, launch, and handoff.

This is a hands‑on, on‑site role. We are not looking for someone to deliver generic leadership content or isolated training sessions. We are looking for a consultant who can own the end‑to‑end L&D lifecycle and build something that sticks on the plant floor.

Scope of Work

The consultant will be responsible for full program ownership, including:

Assessment & Design

• Review existing SOPs, work instructions, safety standards, and policies
• Observe frontline operations and supervisor workflows on the plant floor
• Identify skill, knowledge, and behavior gaps
• Define training standards for frontline employees and first-line supervisors

Program Development

• Translate SOPs into:
• Role-based training curricula
• Practical learning modules and job aids
• Standardized onboarding and upskilling pathways
• Develop training materials that are clear, visual, and operationally relevant
• Design training for:
  • New hires
  • Cross‑training and skill progression
  • Supervisor readiness and consistency

Execution & Rollout

• Build and run pilot programs with frontline teams
• Facilitate or support initial training sessions as needed
• Gather feedback and refine content based on real‑world use
• Lead the full launch of the L&D program across the plant

Sustainment & Handoff

• Establish a repeatable training framework that can be owned internally
• Create facilitator guides, train‑the‑trainer materials, and documentation
• Recommend metrics to track training effectiveness and adoption
• Support transition of the program to internal HR/Operations ownership
• Proven experience as an L&D consultant or training program builder
• Strong background in manufacturing, industrial, or operations‑driven environments
• Demonstrated success converting SOPs and operational standards into training programs
• Experience running training programs from concept through pilot and full rollout
• Comfortable working directly with hourly employees and frontline supervisors
• Highly practical, execution‑oriented approach (not academic or theory‑heavy)
• Strong facilitation, change management, and stakeholder alignment skills

What Success Looks Like

• SOPs are consistently understood and applied on the floor
• Frontline employees and supervisors receive clear, standardized training
• Training is repeatable, scalable, and owned internally after launch
• Improved consistency, safety, and execution at the frontline level
• On‑site presence required during assessment, pilot, and launch phases
• Scope, timeline, and rates to be defined based on experience