Technical Learning Program Architect

VIVA USA Inc; Raleigh (NC); On-site; USD 110,000 - 150,000; Full time

Job summary

VIVA USA Inc. is seeking a senior professional to architect and roadmap a training and development program across Client Operations, Automation & Communication, and Power Conversion Solutions units.

You will define onboarding, early-career, and manager pathways, ensuring alignment with corporate competency models while keeping actual technical training out of scope. The role requires designing role-based curricula, governance, and milestones, with responsible use of AI tools and

Qualifications

• Significant experience in learning architecture, curriculum strategy, instructional design, technical enablement, or corporate learning.
• Demonstrated experience assessing fragmented learning environments and building structured programs, academies, onboarding curricula, or technical learning ecosystems from the ground up.
• Strong capability in content inventory, needs analysis, curriculum mapping, learning-path design, assessment strategy, and program evaluation.
• Experience facilitating SMEs and translating complex technical knowledge into practical learning experiences.
• Ability to create structure from ambiguity and lead discovery, design, stakeholder review, pilots, and implementation planning.
• Knowledge of adult learning, blended learning, accessibility, inclusive design, and sustainable content governance.
• Proficiency with modern authoring, collaboration, content-management, and learning-platform tools.
• Practical experience using generative AI to improve learning work, with sound judgment regarding validation, confidentiality, intellectual property, bias, and responsible use.
• Excellent consulting, facilitation, written communication, and stakeholder-management skills.
• Bachelor's degree in a relevant field, or equivalent relevant experience.

Responsibilities

• Establish overview of training and development process (TDP) in lifecycle terms from onboarding through retirement.
• Conduct a comprehensive inventory of training materials, technical documentation, recordings, job aids, tools, and knowledge assets across target departments and align according to the TDP lifecycle.
• Collect data associated with gaps, challenges and opportunities for improvement in the TDP lifecycle.
• Facilitate working sessions with technical SMEs, leaders, HR, and Learning & Development to capture requirements and critical knowledge.
• Identify content and capability gaps and prioritize them based on business risk, learner need, and impact.
• Design the learning architecture, including role-based curricula, onboarding pathways, sequencing, proficiency milestones, assessments, and delivery methods. Ensure to meet minimum requirements per ISO9001 certification requirements as captured in our Management System Manual.
• Guide SMEs in creating or updating content using practical templates and standards; directly develop priority assets when needed.
• Define repository structure, naming conventions, ownership, version control, review cycles, and maintenance processes.
• Pilot priority learning pathways, gather feedback, and refine the architecture before broader implementation.
• Use approved AI tools responsibly to accelerate discovery, classification, gap analysis, curriculum mapping, drafting, and quality review, with SME validation and human oversight.
• Transfer the methodology, tools, and governance model to designated owners.

Skills

Learning architecture

Curriculum strategy

Instructional design

Technical enablement

Adult learning

Stakeholder management

Facilitation

Content inventory

AI in learning

Project management

Education

Bachelor's degree

Tools

Authoring tools

Content-management systems

Learning platforms

Job description

Role purpose

Create the architecture and implementation roadmap for a training and development program to be piloted in Client Operations as well as the Automation & Communication and Power Conversion Solutions Operating Units. Specific area of focus will include onboarding, early career development, new employee development as well as management development. Incorporation of knowledge from existing corporate functional competency models or technical training content will be in scope, while creation of actual technical training will remain out of scope

Key Responsibilities

• Establish overview of training and development process (TDP) in lifecycle terms from onboarding through retirement.
• Conduct a comprehensive inventory of training materials, technical documentation, recordings, job aids, tools, and knowledge assets across target departments and align according to the TDP lifecycle.
• Collect data associated with gaps, challenges and opportunities for improvement in the TDP lifecycle
• Facilitate working sessions with technical SMEs, leaders, HR, and Learning & Development to capture requirements and critical knowledge.
• Identify content and capability gaps and prioritize them based on business risk, learner need, and impact.
• Design the learning architecture, including role-based curricula, onboarding pathways, sequencing, proficiency milestones, assessments, and delivery methods. Ensure to meet minimum requirements per ISO9001 certification requirements as captured in our Management System Manual.
• Guide SMEs in creating or updating content using practical templates and standards; directly develop priority assets when needed.
• Define repository structure, naming conventions, ownership, version control, review cycles, and maintenance processes.
• Pilot priority learning pathways, gather feedback, and refine the architecture before broader implementation.
• Use approved AI tools responsibly to accelerate discovery, classification, gap analysis, curriculum mapping, drafting, and quality review, with SME validation and human oversight.
• Transfer the methodology, tools, and governance model to designated owners.

Expected Deliverables

• TDP Lifecycle Process Overview
• Current-state content inventory identifying owners, locations, audiences, condition, and recommended disposition.
• Gap Analysis
• TDP road map for each of new employees, early-career employees, managers, high potential
• Learner and capability needs assessment for early-career employees, new employees, managers, as well employees in the "High Impact Performer", "Growth Talent" and "Future Leaders" categories of the 9-Box grid.
• Gap, duplication, accessibility, and risk analysis with prioritized recommendations.
• Learning architecture and role-based curriculum maps.
• Phased implementation roadmap with quick wins, priorities, dependencies, owners, and measures of success.
• Pilot-ready learning pathway for an agreed priority audience.
• Content standards, SME templates, repository structure, governance model, and maintenance process.
• Knowledge-transfer package and sustainable handoff to internal owners.

Required Qualifications

• Significant experience in learning architecture, curriculum strategy, instructional design, technical enablement, or corporate learning.
• Demonstrated experience assessing fragmented learning environments and building structured programs, academies, onboarding curricula, or technical learning ecosystems from the ground up.
• Strong capability in content inventory, needs analysis, curriculum mapping, learning-path design, assessment strategy, and program evaluation.
• Experience facilitating SMEs and translating complex technical knowledge into practical learning experiences.
• Ability to create structure from ambiguity and lead discovery, design, stakeholder review, pilots, and implementation planning.
• Knowledge of adult learning, blended learning, accessibility, inclusive design, and sustainable content governance.
• Proficiency with modern authoring, collaboration, content-management, and learning-platform tools.
• Practical experience using generative AI to improve learning work, with sound judgment regarding validation, confidentiality, intellectual property, bias, and responsible use.
• Excellent consulting, facilitation, written communication, and stakeholder-management skills.
• Bachelor's degree in a relevant field, or equivalent relevant experience.

Preferred Qualifications

• Experience supporting engineering, manufacturing, energy, technology, field-service, or other technical workforces.
• Experience designing learning for employees and third-party workers with differing access or compliance requirements.
• Portfolio demonstrating learning architecture, curriculum maps, onboarding programs, or academy design.

Measures of Success

• Organization knows what content exists, where it is located, who owns it, and what should be retained, updated, created, or retired.
• Priority audiences have clear learning pathways and readiness milestones.
• SMEs can contribute efficiently using repeatable standards and templates.
• Content is accessible, findable, governed, and maintainable.
• Organization has a practical roadmap and internal ownership model for scaling the program after the engagement.

Notes

100% On-Site

VIVA is an equal opportunity employer. All qualified applicants have an equal opportunity for placement, and all employees have an equal opportunity to develop on the job. This means that VIVA will not discriminate against any employee or qualified applicant on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status