Talent Development Specialist (Remote)

MEM; Columbia Township (MO); Remote; USD 50,000 - 90,000; Full time

Job summary

An established industry player is seeking a Talent Development Specialist to enhance its learning initiatives. This role focuses on creating engaging, data-driven training solutions that align with organizational goals. You will collaborate with leadership to design and implement innovative learning programs, ensuring they meet the evolving needs of employees. If you're passionate about fostering growth and continuous improvement in a supportive environment, this opportunity is perfect for you. Join a values-driven culture dedicated to safety and success, and make a meaningful impact on employee development.

Qualifications

• 3-5 years of experience in instructional design and learning development.
• Master's degree or equivalent experience preferred.

Responsibilities

• Design and deliver engaging training programs using various methods.
• Conduct learning needs analyses to identify training requirements.

Skills

Instructional Design

Learning and Development

Data Analysis

Project Management

Collaboration

Education

Master’s degree in Instructional Design or related field

Certification in instructional design

Tools

Learning Management Systems (LMS)

Multimedia Tools

Job description

Monday, April 7, 2025

Are you driven to keep people safe? That’s what we do every day at MEM Insurance.

We’ve created a casual, values-driven work culture that’s making a positive impact on the way people live and work. This is a place where you can grow with confidence — because that’s what safety and success really mean to us.

SUMMARY:

The Talent Development Specialist plays a vital role in supporting MEM’s learning system by creating engaging, effective, and data-driven learning solutions. This role will work closely with business leadership and the Talent & Organizational Development team, ensuring that training programs and instructional materials align with our overall learning strategy. The role is hands-on and operational, with a focus on designing, developing, and delivering training that addresses immediate organizational needs and supports long-term employee growth.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Learning and Development Program Design

1. Assist in developing learning and development strategies that align with organizational goals and address both current and emerging skill gaps.
2. Collaborate with the Learning Experience Designer to design structured learning pathways and career development modules.
3. Help design and implement learning programs using various delivery methods such as instructor-led training, online courses, and blended learning approaches. Ensure that the learning programs are scalable and adaptable to evolving business needs.
4. Identify and incorporate relevant resources including internal experts, external partners, and industry best practices to enrich program content.
5. Support the integration of technology, such as learning management systems (LMS), to streamline learning delivery and tracking.

Developing and Delivering Training Courses

1. Develop interactive, learner-centered courses that combine multimedia elements, real-world examples, and practical exercises.
2. Create detailed course materials, including lesson plans, facilitator guides, participant workbooks, and digital assets.
3. Deliver and/or facilitate training sessions as needed in-person and online, adapting content as needed to engage diverse audiences.
4. Collaborate with training professionals in the business (e.g., Claims and Underwriting) and subject matter experts to refine course delivery and ensure effective knowledge transfer and demonstrated skills proficiency.
5. Design pre- and post-training assessments to gauge learner understanding and course effectiveness. Use relevant data sources (e.g., talent review, leadership feedback, etc.) to evaluate meaningful progression in competency and skills development.
6. Collect and analyze participant feedback to continuously refine course content and instructional methods.
7. Research and curate high-quality content from various sources, ensuring it is current, accurate, and aligned with learning objectives.
8. Collaborate with content providers and industry experts to keep training materials fresh and relevant.
9. Maintain an organized, easily accessible repository of learning materials.
10. Regularly update content to reflect changes in industry trends, company policies, and best practices.
11. Implement quality control measures to ensure all learning materials meet organizational standards and are error-free.
12. Conduct regular reviews and audits of content to identify opportunities for enhancement.
13. Assist in the creation, review, and update of learning and development policies to ensure they comply with organizational standards and regulatory requirements.
14. Collaborate with HR and legal teams to ensure training initiatives are consistent with company policies.

Learning Needs Analysis

1. Work with the HR team and department leaders in the business to conduct thorough learning needs analyses, identifying current gaps and future training requirements.
2. Utilize surveys, interviews, and performance data to gather actionable insights into employee learning needs.
3. Leverage HR data to prioritize training initiatives based on organizational impact and employee performance metrics.

Innovation and Continuous Improvement

1. Stay current with emerging trends, technologies, and best practices in instructional design and adult learning.
2. Work with the Talent and Organizational Development team to pilot innovative approaches to learning, experiment with new digital tools, and share best practices with the team.
3. Work in tandem with the Learning Experience Designer to integrate learning system insights and ensure a unified approach to employee development.
4. Develop clear, data-backed recommendations for future training investments and program adjustments.
5. Participate in regular planning and review sessions to align on strategic learning initiatives.

QUALIFICATIONS:

Education

1. Master’s degree in Instructional Design, I/O, or in a related field preferred. Experience, in lieu of formal education, would be considered.

Designations/Certifications

1. Certification in instructional design or equivalent experience preferred

Licenses

1. A valid drivers’ license is required.

Experience

1. 3-5 years’ experience in instructional design, learning and development, Organizational Development or a related field