Learning Experience Manager

What does a Learning Experience Manager really do?

Think of yourself as someone who will create and maintain a positive and professional learning environment in the organization. Imagine yourself going to work with one thing on your mind: you will design and expand training and development programs. These programs should be aligned with product-specific training methodologies and initiatives. The Learning Experience Manager will also be responsible for coordinating, organizing, and implementing all of our training programs and ensuring the success of our and our client’s new hire training and onboarding programs. They will work closely with our Learning Experience Leaders, managing a team of up to 8 Learning Experience Leaders as their direct reports, and other site managers daily to ensure the quality of all programs and to execute and deliver world-class training for all of our teammates and future leaders.

Responsibilities include but are not limited to: 

• Maintain a training Schedule for respective assigned sites and/or GEOs: this is to be worked on daily to ensure transparency with other departments.

• Update all spreadsheets for rosters for assigned sites and/or GEOs: this is to be worked on daily, as employees are added or deleted.

• Create seats for new learning experience staff: this includes updated job descriptions, duties, and pay ranges.

• Interview for new learning experience staff: this should include interview questions regarding skillset and culture.

• Onboard learning experience staff: complete overview of TaskUs culture and job expectations.

• Set job expectations with learning experience staff: this includes all policies and procedures for training staff.

• Grade learning experience staff on training skill sets: this is where the KPIs are assessed and measured.

• Develop learning experience staff and Leadership with education and certifications: in the area of continued education, trainers are expected to complete required certifications.

• Observe learning experience staff during training classes: to maintain excellence in their performance, observations and evaluations will be conducted on a regular basis.

• Provide effective coaching and feedback for the development of learning experience staff.

• Provide KPIs and standards for each quarter for learning experience staff: this will include quarterly performance evaluations and goal setting.

• Provide tools/resources to assist in excellent training material creation: give access to all resources to maintain job function.

• Document information on each learning experience staff member: maintain electronic records for each learning experience leader.

• Receive and analyze training evaluation forms for each class: identify trends and patterns to help improve the training department, reduce speed to proficiency targets and give high-quality feedback to clients to drive continuous improvement.

• Create and maintain training methodologies for the learning experience department: find innovative ways to enhance the training experience.

• Develop training courses to further educate current employees: to further educate our employees for their own respective growth and development.

• Maintain strong communication with Recruiting and Operations: co-create a strong cycle from pipeline to production, closed-loop feedback cycles on trainees’ performance to improve candidate profile.

• Ensure the accountability of the positions to which responsibilities have been delegated in the safety and health management system.

• Define and allocate the financial and technical resources and personnel necessary for the design, implementation, review, evaluation and improvement of prevention and control measures so that those responsible for occupational health and safety in the company can satisfactorily perform their duties.

• Ensure the training of workers in the aspects of occupational health and safety, within the working day.

• Continuously improve training programs and other learning opportunities across the organization.

• Other duties as required.

Qualifications and Requirements

• High School Diploma or GED required. Four-year college degree (preferred) in a related field like industrial or  applied sciences.

• Five years of previous training experience.

• Two years of previous management experience, preferably in the training or learning development space.

• Two years of previous BPO experience, preferably.

• Two years of previous technical support experience and/or emergency coordination, emergency response, or crisis management experience.

• Strong written and verbal communication skills.

• Strong coaching and mentoring skills.

• Travel required, up to 25% of the time.

• Strong will to learn and adapt to quick change.

• Proficient in Microsoft Office and Google Suite applications required,

• Strong, confident, and effective verbal and written communication skills are required.

• Strong interpersonal, conflict management, and mentoring skills

• Ability to work on a flexible schedule including weekends, holidays, evenings, and long hours.

• High energy, enthusiastic, motivational training style

• Strong organizational, planning, project management, problem resolution, communication, presentation, facilitation, and influencing skills are required.

Salary Range:

• 63,000 - 75,000 USD Annually.

Pay Transparency Statement: The base salary range represents the low and high end of the anticipated salary range for this position across our US locations. The "pay scale" provided is a good faith estimate of the range the employer reasonably expects to pay for the position at the time of hire. Actual salary will be determined based on various factors including, but not limited to, the candidate's qualifications, experience, skills, and specific geographic location.
Benefits: We offer a comprehensive benefits package including medical, dental, and vision insurance; 401(k) with company match; and paid time off including vacation, sick leave, and holidays.