Learning Experience Design Partner

Easterseals Southern California; Irvine (CA); Presencial; USD 58.000 - 72.000; Tempo integral

Resumo da vaga

Easterseals Southern California is seeking a Learning Experience Design Partner to advance leadership development, performance, and inclusion initiatives. You will collaborate with program managers, instructional designers, and operations to design engaging learning experiences that translate into real workplace growth.

Responsibilities include designing curricula for in-person and digital formats, facilitating programs, and evaluating impact.

Qualificações

• Bachelor’s degree or higher in HR, Leadership, OD, Education, Instructional Design, Business Admin, Psychology, Social Work or related field.
• 3 years in learning and development, education, counseling, leadership development, organizational development, or talent management.
• Experience designing and facilitating adult learning; cross‑functional collaboration from planning through delivery and evaluation.

Responsabilidades

• Learning Consultation & Program Partnership: identify learning needs, clarify outcomes, and align with priorities.
• Learning Experience Design & Development: create accessible, cohesive curricula across formats.
• Learning Facilitation & Capability Building: host workshops and programs, coach, and mentor.
• Learning Evaluation & Continuous Improvement: use data and feedback to refine learning experiences.
• Other duties as assigned.

Conhecimentos

L&D expertise

Adult learning

Curriculum design

Facilitation

Coaching

Collaboration

Communication

Evaluation

Formação

Bachelor’s degree or higher in related field

Master’s degree preferred

Leadership development certification (MBTI/Hogan/Korn Ferry/ CliftonStrengths)

Descrição da vaga

Easterseals Southern California transforms lives every day. For over a century, Easterseals has championed inclusion and independence—delivering essential services like early childhood programs, autism services, employment and independent living support to more than 29,000 people each year. Through advocacy and education, we break barriers and create opportunities for the one-in-four Americans with disabilities.

Reporting to the Director of L&D, the Learning Experience Design (LxD) Partner drives impactful leadership, performance, and inclusion initiatives by partnering across Leadership Development, Performance Management, Instructional Design, and Operations. Through innovative learning design, facilitation, and curriculum development, this role creates engaging experiences that build leadership capability, strengthen performance, and foster a culture of belonging and continuous growth.

Starting Pay Range: $41.83 / hr. - $52.40 / hr.

OVERVIEW

Reporting to the Director of L&D, the Learning Experience Design (LxD) Partner serves as a trusted partner and skilled practitioner, applying L&D best practices to advance Leadership Development, Performance Management, and inclusion initiatives. The role works closely with Program and Project Managers across Leadership Development, Performance Management, Instructional Design, and Operations Manager to connect expertise, align priorities, and coordinate support from planning through evaluation. Through contributions to program design, curriculum development, instructional design, facilitation, and capacity building, the LxD Partner shapes cohesive learning experiences that connect preparation, practice, feedback, and reinforcement. These experiences strengthen leadership, improve performance, and cultivate a culture of belonging and continuous growth. In all responsibilities, the position demonstrates a strong commitment to ESSC’s mission and values by supporting a safe, compliant, and responsive workplace injury management process.

ESSENTIAL FUNCTIONS

Learning Consultation & Program Partnership: Partners with Program Managers, leaders, associates, and subject-matter experts to identify learning needs, clarify desired outcomes, and recommend solutions aligned with organizational priorities. Provide learning expertise, anticipate needs, and contribute to program planning and development, including mentoring initiatives and other capacity‑building opportunities.

25%

Learning Experience Design & Development: Designs and develops accessible, engaging, and cohesive learning experiences across in‑person, virtual, self‑paced, and social learning formats. Apply adult learning and instructional design principles to develop curricula, activities, assessments, and learning resources that integrate practice, reflection, feedback, and reinforcement to support workplace application.

25%

Learning Facilitation & Capability Building: Facilitates workshops, leadership programs, and team learning experiences using effective facilitation and coaching practices. Build the capabilities of associates, leaders, facilitators, and learning partners through mentoring, train‑the‑trainer programs, shared resources, and ongoing support that strengthens learning application and knowledge sharing.

25%

Learning Evaluation & Continuous Improvement: Partner with Program Managers and the Operations Manager to evaluate learning effectiveness, learner engagement, and workplace application. Use data, participant feedback, and facilitator observations to continuously refine learning experiences, strengthen delivery, and improve learning outcomes and organizational impact.

20%

Other duties as assigned.

5%

Total

100%

QUALIFICATIONS, EDUCATION, EXPERIENCE

Required Minimum Education

Bachelor’s degree or higher in Human Resources, Leadership, Organizational Development, Education, Instructional Design, Business Administration, Psychology, Social Work, or a related field.

Preferred Education

Master’s degree preferred.Professional development in adult learning, curriculum development, instructional design, facilitation, or program evaluation preferred. Coaching facilitators, supporting train‑the‑trainer programs, or building learning capability within teams preferred. Familiarity with learning management systems, virtual facilitation platforms, or digital authoring tools preferred.

Required Certifications or Licenses

Certification in leadership or development assessments, such as MBTI, Hogan Assessments, Korn Ferry, or CliftonStrengths, is a strong plus.

Minimum Experience

3 years in learning and development, education, counseling, leadership development, organizational development, or talent management, including designing and facilitating adult learning. Demonstrated contributions to program design, blended learning, curriculum development, instructional materials, facilitator guides, and practical learning resources.

A background in facilitating workshops, leadership programs, or team development sessions and applying coaching approaches to support growth.

Demonstrated success consulting with leaders, Program Managers, and subject‑matter experts to assess needs and translate priorities into learning solutions. Cross‑functional collaboration and project coordination from planning through delivery and evaluation.

Use of participant feedback, assessments, and data to improve learning effectiveness.

KNOWLEDGE, SKILLS, ABILITIES

• Learning and development expertise. Knowledge of adult learning, blended learning, program design, curriculum development, instructional design, learning transfer, and evaluation.
• Curriculum and instructional design. Ability to translate development needs into clear learning objectives, structured curricula, practical resources, and meaningful assessments across learning formats.
• Consultation and problem‑solving. Ability to assess needs, clarify performance challenges, and recommend solutions grounded in L&D best practices and organizational priorities.
• Facilitation and coaching. Skill in facilitating inclusive, engaging learning experiences and using questions, feedback, and reflection to support growth and application.
• Capability building. Ability to develop others’ learning design, facilitation, and coaching skills through guidance, practice, observation, and constructive feedback.
• Partnership and collaboration. Ability to build trusted relationships with Program Managers, colleagues, and organizational partners; contribute across project teams; and connect related work.
• Communication and project coordination. Strong written and verbal communication, organizational skills, and follow‑through. Ability to manage assigned work, balance priorities, and communicate progress and support needs.
• Evaluation and continuous improvement. Ability to use learning technologies, data, and feedback to assess effectiveness and improve learning experiences.

Leadership Competencies (if applicable, e.g., team development, champions change)

Demonstrated ability to lead and influence others through effective communication, coaching, stakeholder engagement, and relationship building. Fosters high‑performing, inclusive teams by promoting psychological safety, collaboration, accountability, and continuous improvement. Applies organizational development, change management, systems thinking, critical problem‑solving, and emotional intelligence to drive performance, build capability, and support organizational effectiveness.

JOB DIMENSIONS

No. of Direct Reports

0

No. of Indirect Reports

0

Financial Dimensions

None

Expected Decisions

• Learning Strategy & Solutions – Recommend and influence learning approaches based on organizational priorities, learner needs, and performance gaps, including determining when non‑training solutions may be more effective.
• Learning Experience Design & Delivery – Make decisions on instructional strategies, learning methodologies, facilitation approaches, and resources to create engaging, accessible, and effective learning experiences in alignment with program goals.
• Learning Effectiveness & Continuous Improvement – Recommend and influence improvements to learning programs based on evaluation data, learner feedback, and organizational needs, in partnership with Program Managers and key stakeholders.

Key Performance Indicators

• Learning Application & Behavior Change – Demonstrated application and sustained use of targeted knowledge, skills, and behaviors in the workplace, measured through learner follow‑up, manager feedback, and observable performance changes.
• Learning Transfer & Reinforcement – Effectiveness of learning experiences in creating opportunities for practice, coaching, feedback, and reinforcement that support meaningful and sustained behavior change.
• Capability Building & Sustainability – Demonstrated growth in the ability of associates, leaders, facilitators, and learning partners to independently apply, reinforce, and share learned skills and practices.
• Learning Effectiveness & Performance Impact – Achievement of learning objectives and demonstrated contribution to individual, team, and organizational performance outcomes.
• Continuous Improvement & Learning Innovation – Evidence‑based refinement of learning experiences using evaluation findings, workplace application data, stakeholder feedback, and emerging learning practices.

Communications & Working Relationships

Internal Working Relationships

• L&D Leadership and Program Managers: Align learning solutions with organizational priorities and collaborate on program design, delivery, evaluation, and continuous improvement.
• Instructional Design and L&D Operations: Partner to develop cohesive, accessible learning experiences and coordinate implementation, learning resources, and evaluation.
• Organizational Leaders and Subject‑Matter Experts: Consult on performance needs, co‑develop learning solutions, and strengthen workplace application and reinforcement.
• Associates and Learning Participants : Identify learning needs, facilitate development experiences, gather feedback, and support learning transfer and behavior change.
• People Services and Cross‑Functional Partners: Collaborate on organizational development, talent initiatives, change management, and workforce capability building.

External Working Relationships

• External Learning Consultants, Facilitators, and Vendors: Collaborate on specialized learning solutions, resources, and facilitation to enhance learning quality and effectiveness.
• Professional Associations and Learning Networks: Exchange best practices, explore emerging approaches, and strengthen learning innovation and organizational capability.

PHYSICAL REQUIREMENTS IN ACCORDANCE WITH THE AMERICANS WITH DISABILITIES ACT (ADA)

Carrying/Lifting:

Occasional/

0-30lbs.

Standing:

Frequent/

Up to 3 hours per day.

Sitting:

Occasional/

Up to 8 hours per day.

Walking:

Frequent/

Up to 3 hours per day.

Repetitive Motion/Activity:

Keyboard activity, telephone use, writing.

Visual Acuity:

Ability to view computer monitor and read newsprint.

Environmental Exposure:

Standard office environment.

Travel:

30%