Technical Learning Program Architect

Pay Range: $50.32hr - $53.92hr Job Overview:
The role purpose is to create the architecture and implementation roadmap for a training and development program to be piloted in HUB Operations as well as the Automation & Communication and Power Conversion Solutions Operating Units. Specific areas of focus will include onboarding, early career development, new employee development, and management development. Incorporation of knowledge from existing corporate functional competency models or technical training content will be in scope, while the 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 alignment with minimum requirements per ISO
9001 certification standards. 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 Client, 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 roadmap for each category: new employees, early-career employees, managers, and high-potential talent. Learner and capability needs assessment for early-career employees, new employees, managers, as well as employees in the "High Impact Performer", "Growth Talent", and "Future Leaders" categories.

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…