Learning and Development Consultant

Casper’s Ice Cream is a $140M frozen novelties manufacturer with a proud 100-year heritage and a rapidly growing national brand portfolio. Our flagship Fat Boy brand is one of the fastest-growing novelties in the U.S. We operate two state-of-the-art high-speed automated production lines and are bringing three new mid-speed lines online between now and Q1 2025. We have invested in the Red Zone workforce collaboration platform and modern automation across the factory.

We have built a high-caliber leadership team which combines deep Casper’s experience with backgrounds from industry leaders including Mars, Nestlé, Pepsi Co, and Amazon.

We are seeking an experienced Learning & Development Consultant to design, build, and execute a full Learning & Development program from the ground up for our frontline workforce and first-line supervisors within a manufacturing environment.

This engagement requires someone who can take existing SOPs, operational standards, and policies and convert them into a structured, practical, and scalable training program—from initial assessment through pilot, launch, and handoff.

This is a hands‑on, on‑site role. We are not looking for someone to deliver generic leadership content or isolated training sessions. We are looking for a consultant who can own the end‑to‑end L&D lifecycle and build something that sticks on the plant floor.

The consultant will be responsible for full program ownership, including:

• Review existing SOPs, work instructions, safety standards, and policies
• Observe frontline operations and supervisor workflows on the plant floor
• Identify skill, knowledge, and behavior gaps
• Define training standards for frontline employees and first-line supervisors

• Translate SOPs into:
• Role-based training curricula
• Practical learning modules and job aids
• Standardized onboarding and upskilling pathways
• Develop training materials that are clear, visual, and operationally relevant
• Design training for:
  • New hires
  • Cross‑training and skill progression
  • Supervisor readiness and consistency

• Build and run pilot programs with frontline teams
• Facilitate or support initial training sessions as needed
• Gather feedback and refine content based on real‑world use
• Lead the full launch of the L&D program across the plant

• Establish a repeatable training framework that can be owned internally
• Create facilitator guides, train‑the‑trainer materials, and documentation
• Recommend metrics to track training effectiveness and adoption
• Support transition of the program to internal HR/Operations ownership
• Proven experience as an L&D consultant or training program builder
• Strong background in manufacturing, industrial, or operations‑driven environments
• Demonstrated success converting SOPs and operational standards into training programs
• Experience running training programs from concept through pilot and full rollout
• Comfortable working directly with hourly employees and frontline supervisors
• Highly practical, execution‑oriented approach (not academic or theory‑heavy)
• Strong facilitation, change management, and stakeholder alignment skills

• SOPs are consistently understood and applied on the floor
• Frontline employees and supervisors receive clear, standardized training
• Training is repeatable, scalable, and owned internally after launch
• Improved consistency, safety, and execution at the frontline level
• On‑site presence required during assessment, pilot, and launch phases
• Scope, timeline, and rates to be defined based on experience