Learning & Development Content Specialist

STV, a leading architectural and engineering design firm, is thrilled to announce an exciting opportunity for a creative, strategic Learning & Development Content Designer to build engaging, fun, and compliant learning experiences for a multi‑generational workforce. You’ll design in‑house content that resonates with Gen Z and Gen Y, as well as technical and white‑collar professionals—using tools like Articulate Rise 360 and modern instructional design methods. If you love thinking outside the box, aligning learning to business outcomes, and elevating performance with data‑driven design, we’d love to meet you.

What You’ll Do

• Design and build original, in‑house learning modules (microlearning, videos, scenarios, job aids) using Articulate Rise 360 and related tools.
• Ensure content is engaging, compliant, and aligned to business priorities and ROI.
• Create experiences that work for multi‑generation learners (Gen Z/Gen Y through seasoned professionals).
• Learnings should be fun, engaging and draws participants into wanting to take the learnings
• Translate complex, technical topics into clear, attractive learning experiences.
• Collaborate with business stakeholders to assess needs, define learning outcomes, and iterate based on feedback and analytics.
• Apply adult learning, instructional design, and accessibility best practices in every deliverable.

What You’ll Bring

• Master’s degree in Instructional Design, Adult Learning, Educational Technology, or related field (required). More important than degree – proof of engaging concept and portfolio.
• 5+ years designing professional learning content; portfolio showcasing creative, compliant work.
• Expertise in Articulate Rise 360 (Storyline a plus), LMS platforms, and multimedia tools.
• Ability to design for Gen Z/Gen Y and diverse audiences, including technical roles.
• Strong grasp of adult learning theory and models (ADDIE, SAM, Bloom’s Taxonomy, spaced learning).
• Demonstrated collaboration with cross‑functional teams; comfort with performance consulting and needs analysis.
• Out‑of‑the‑box thinking with data‑driven evaluation (Kirkpatrick, ROI).
• Content should be built to be supports by instructor lead, facilitator lead, videos, virtual, self-lead, group learnings and other out of box ideas.

Why Join Us

• Build the in‑house learning brand from the ground up.
• Shape high‑impact programs that drive measurable business outcomes.
• Work at the intersection of creativity, compliance, and performance.
• Help change how we engage learning and drive culture and performance at an exciting company and culture.

Competency Model: Learning & Development Content Designer

1) Instructional Design & Adult Learning (Core Technical)

• Can apply templates with guidance; understands core theory.
• Independently designs end‑to‑end modules with strong alignment.
• Coaches others; adapts models to complex contexts.
• Sets standards; innovates new frameworks for the org.

2) Content Development & Tools (Articulate Rise 360)

• Behavioral Indicators: Builds accessible, mobile‑friendly modules; uses interactions/storytelling; packages SCORM/xAPI; integrates multimedia.
• Crafts polished experiences; optimizes for user experience and performance.
• Troubleshoots complex builds; automates patterns; mentors others.
• Establishes tool governance; evaluates new tech; scales patterns across org.

3) Creativity & Engagement (Multi‑Gen Design)

• Behavioral Indicators: Designs for Gen Z/Gen Y while remaining inclusive for all learners; uses microlearning, scenarios, gamified elements, and social learning.
• Incorporates basic engagement tactics (quizzes, visuals).
• Blends formats (video, scenario, microlearning) for sustained engagement.
• Tailors content for audience segments and technical roles.
• Sets engagement standards; pilots innovative methods; measures impact.

4) Business & Performance Consulting

• Behavioral Indicators: Conducts needs analysis; defines measurable outcomes; distinguishes training vs. non‑training solutions; ties learning to KPIs and ROI.
• Supports needs analysis with templates.
• Leads discovery; aligns content to business metrics.
• Advises leaders; builds ROI models; influences strategy.
• Shapes org‑wide learning strategy; integrates with enterprise OKRs.

5) Collaboration & Stakeholder Management

• Behavioral Indicators: Facilitates reviews; translates SME input into learner‑friendly content; manages feedback to scope and timeline.
• Communicates clearly; participates in reviews.
• Runs discovery and sign‑off; resolves conflicts diplomatically.
• Influences senior stakeholders; drives consensus on standards.
• Shapes cross‑functional operating models and stakeholder councils.

6) Project Management & Delivery

• Behavioral Indicators: Manages scope, timelines, risks; uses Agile/kanban; estimates effort; delivers reliably.
• Tracks tasks; meets deadlines with guidance.
• Manages multiple projects; communicates trade‑offs.
• Optimizes workflows; improves cycle time.
• Builds PM frameworks; scales delivery across portfolio.

(7) Data, Evaluation & Continuous Improvement

• Behavioral Indicators: Uses dashboards and analytics; applies Kirkpatrick Levels 1–4; A/B tests; iterates based on learner feedback.
• Reports completion/CSAT.
• Links outcomes to performance metrics.
• Runs experiments; demonstrates tangible ROI.
• Institutionalizes data‑driven improvement.

Assessment Toolkit (Hiring)

• Portfolio Review: Ask for 2–3 samples (Rise 360 module, storyboard, video/microlearning asset).
• Design Challenge (48–72 hours): Convert a technical SOP into a 15‑minute microlearning with scenario‑based assessment.

Success Metrics (First 6–12 Months)

• Adoption & Engagement: ≥80% completion; learner satisfaction (CSAT/NPS) ≥4.5/5.
• Performance Impact: Defined KPI improvements (e.g., time‑to‑competency 20%, error/rework 15%).
• Compliance: Zero critical audit findings; on‑time renewals of compliance modules.
• Efficiency: Design cycle time ↓20–30%; reusable component library established.
• Stakeholder Feedback: ≥90% “effective partnership” rating from business leaders.

Compensation Range:

Don’t meet every single requirement? Studies have shown that women and people of color are less likely to apply to jobs unless they meet every single qualification. At STV, we are fully committed to expanding our culture of diversity and inclusion, one that will reflect the clients we serve and the communities we work in, so if you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description we encourage you to apply anyways. You may be just the right candidate for this or other roles.

STV offers the following benefits • Health insurance, including an option with a Health Savings Account • Dental insurance • Vision insurance • Flexible Spending Accounts (Healthcare, Dependent Care and Transit and Parking where applicable) • Disability insurance • Life Insurance and Accidental Death & Dismemberment • 401(k) Plan • Retirement Counseling • Employee Assistance Program • Paid Time Off (16 days) • Paid Holidays (9 days) • Back-Up Dependent Care (up to 10 days per year) • Parental Leave (up to 80 hours) • Continuing Education Program • Professional Licensure and Society Memberships

STV is committed to paying all of its employees in a fair, equitable, and transparent manner. The listed pay range is STV’s good-faith salary estimate for this position. Please note that the final salary offered for this position may be outside of this published range based on many factors, including but not limited to geography, education, experience, and/or certifications.