Learning Designer

Job Description

The Learning Experience Designer (LXD) is a strategic design partner within our client’s training program, responsible for architecting, developing, and continuously improving learning experiences that build verified workforce competency in 3D concrete printing (3

DCP) operations, construction technology systems, and related technical domains.

This role goes beyond traditional instructional design. The LXD applies human-centered design methodology, competency-based learning (CBL) frameworks, and learning science to create experiences that are measurable, credential able, and aligned to both organizational performance goals and external accreditation standards. The LXD operates as an internal consultant—conducting needs analysis, challenging assumptions about training requests, and recommending the right intervention (which may not always be training).

Design and develop multi-modal learning experiences (e-learning, ILT, VILT, simulation, field-based, blended) anchored to competency maps and measurable performance outcomes.

Apply design thinking and learner experience (LX) methodology: conduct learner research, build personas, map learner journeys, and prototype solutions before committing to full production.

Develop assessment instruments—knowledge checks, performance-based evaluations, scenario-based assessments, and competency checklists— that align to stackable credential and certification requirements.

Create supporting media including video, audio, interactive simulations, scenario-based activities, job aids, quick-reference guides, and augmented/mixed reality learning assets.

Write clear, accurate, and technically precise instructional content for diverse audiences at varying proficiency levels (operators, technicians, engineers, customers, commercial partners).

Map learning outcomes to job task analyses, competency frameworks, and certification-level requirements (L1–L4 operator progression or equivalent).

Design curricula that produce auditable competency artifacts aligned to ANSI/ISO/IEC 17024 accreditation standards and DOL Registered Apprenticeship requirements where applicable.

Partner with credentialing and compliance stakeholders to ensure assessment validity, reliability, and defensibility.

Analyze learner performance data, completion metrics, assessment results, and behavioral analytics to identify gaps and iterate on learning design.

Use learning analytics (xAPI, LMS reporting, survey data) to build evidence-based cases for design decisions and measure training effectiveness against business KPIs.

Establish and track measurable skill gains, credential attainment rates, and time-to-competency benchmarks.

Conduct structured needs assessments, performance gap analyses, and task analyses to determine root causes—recommending training and non-training solutions as appropriate.

Facilitate SME knowledge extraction using structured techniques (cognitive task analysis, think-aloud protocols, structured observation) to convert tacit expert knowledge into teachable content.

Manage SME review cycles and content validation processes, balancing technical accuracy with pedagogical effectiveness.

Operate within the organization’s content governance ecosystem, contributing to single-source-of-truth authoring workflows and content lifecycle management.

Maintain version control, change tracking, and content metadata standards across learning assets.

Ensure all learning content is reviewed, updated, and retired according to established governance cadences.

Manage multiple concurrent learning development projects using structured project management practices (timelines, milestones, stakeholder checkpoints, risk identification).

Communicate progress, decisions, and design rationale clearly to stakeholders ranging from field leadership to executive sponsors.

Determine and recommend optimal delivery methods and modalities aligned to…