Learning Technology Architect

Riggs CAT; Little Rock (AR); On-site; USD 90,000 - 120,000; Full time

Job summary

Riggs CAT is seeking a Learning Technology Architect to lead the systems powering learning, certifications, and workforce capability development. You will act as the technical leader and operations expert across learning technologies, governance, analytics, and continuous improvement, partnering with IT, vendors, and business leaders.

The role focuses on reliability, scalability, and data integrity of the learning ecosystem, with responsibility for integrations between Dozuki, LMS, Caterpillar

Responsibilities

• Own the Learning Technology Ecosystem and act as enterprise administrator for learning platforms.
• Build governance for guides, procedures, assessments, certifications, and knowledge resources.
• Create, configure, test, and maintain learning courses, curricula, and pathways across systems.
• Leverage data and analytics to drive continuous improvement in workforce development.

Skills

Learning technologies

Governance

Systems administration

Analytics

Tools

Dozuki

LMS integration

Job description

Riggs CAT

Description:

At Riggs Cat, we believe our people are our competitive advantage. That's why we're investing in world-class learning technologies, workforce development systems, and knowledge management capabilities that help employees unleash their full horsepower.

We are seeking a Learning Technology Architect who will serve as the technical leader and operational expert behind the systems that power learning, certifications, qualifications, compliance, and workforce capability development across the company.

This role is ideal for someone who enjoys combining technology, systems administration, governance, analytics, learning operations, and continuous improvement to create an exceptional employee learning experience.

What You'll Do

Own the Learning Technology Ecosystem

• Serve as the enterprise administrator and subject matter expert for Dozuki and related learning technologies.
• Partner with IT, vendors, Caterpillar, and business leaders to ensure system reliability, security, data integrity, and scalability.
• Evaluate emerging learning technologies and recommend solutions that advance the Riggs University strategy.
• Lead integrations between Dozuki, LMS platforms, Caterpillar learning resources, intranet tools, and external learning providers.

Build Governance That Scales Knowledge

• Establish standards, governance processes, ownership requirements, and lifecycle management practices for guides, procedures, assessments, certifications, and knowledge resources.
• Help preserve, organize, and scale organizational knowledge across the dealership.

Power Learning Operations

• Create, configure, test, and maintain learning courses, curricula, certifications, qualification programs, and learning pathways.
• Upload, organize, archive, and maintain learning content and resources within learning systems.
• Coordinate learning activities, registrations, schedules, and learning logistics to ensure a seamless employee experience.

Drive Continuous Improvement

• Leverage data and analytics to guide decisions and improve workforce development outcomes.
• Introduce innovative technologies and practices that strengthen learning, performance, and knowledge sharing across the organization.

What Makes This Role Exciting?

• Own and shape one of the most strategic learning platforms in the company.
• Work directly with executives, operational leaders, Caterpillar stakeholders, IT teams, and subject matter experts.
• Influence how learning, qualifications, certifications, and workforce capability are managed across the dealership.
• Lead initiatives that improve employee performance, knowledge sharing, and organizational effectiveness.
• Help build the future of Riggs University.

What Success Looks Like

• Learning technologies operate reliably, efficiently, and at scale.
• Employees have a seamless learning experience across systems and platforms.
• Knowledge resources remain current, governed, and easily accessible.
• Learning technology investments deliver measurable business value.

Requirements

IMPORTANT INFORMATION

While performing the duties of this Job, the employee is regularly required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms; stoop, kneel, crouch, or crawl and talk or hear. The employee is frequently required to climb or balance. The employee is occasionally required to sit or smell. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. The employee is routinely lifting up to 20 pounds and occasionally lifting up to 50 pounds.

The employee is regularly exposed to moving mechanical parts and toxic or caustic chemicals. The employee is frequently exposed to wet and/or humid conditions; high, precarious places; fumes or airborne particles; outside weather conditions; extreme cold and extreme heat. The employee is occasionally exposed to risk of electrical shock and vibration.

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The noise level in the work environment is usually low to moderate.

Required travel up to 10%.

The Job description is subject to change by the employer as the needs of the employer and requirements of the job change.

EEO/AA

Exempt

This is a safety sensitive position.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)