Anson Industries Inc., a nationally based Commercial Construction Company, is seeking qualified candidates to build and manage the Company’s learning and development (L&D) program. Ideal candidates will have a background in training and professional development programs or a proven track record in building out a learning development program for a similar organization to Anson. In addition, the successful candidate will show a passion for helping others, proficiency in technology and digital business processes. This role will report through corporate operations and will be based in Melrose Park, IL (West of Chicago) with the need to travel to local operating businesses (i.e., District offices) up to 25%.

Key Result Areas

• Build an L&D program from the ground up by establishing learning curriculums for various levels and roles (from project engineers to leadership).
• Understand the learning needs of the business with an emphasis on software and technology training where business processes are conducted.
• Collaborate with subject matter experts to develop and deliver a diverse mix of learning content and programming that meets the needs of the business.
• Design, implement, evaluate, and continuously improve various types of trainings that are engaging and meets learners where they are and how they learn (self-paced, virtual, in-person, etc.).
• Create assessments to validate learner comprehension and monitor for compliance with required trainings.
• Own the Company’s Learning Management System, keeping it current and relevant to the business.
• Manage all aspects (i.e., meeting planning, logistics, registration, curriculum, budget) of in-person and distance learning seminars, conferences, etc. Develop an annual learning calendar and department budget.
• Research and stay up to date with new learner experiences and trends in the L&D community. Participate in industry-specific L&D peer groups and attend relevant conferences/events.
• Create a feedback loop on trainings from the business for continuous improvement of the program.

Experience requirements and capabilities

• Four-year degree in professional development/education or relevant commercial construction operations (e.g., construction management, engineering)
• Minimum of 5 years in an L&D management position is preferred. Previous commercial construction operations experience with evidence of training others on construction operation processes would be a plus.
• Current knowledge of and experience with web-based and other e-learning technologies.
• Demonstrated project management experience and skill.
• Experience managing online learning and the administration of learning management systems (LMS).
• Advanced reasoning, analysis, critical thinking, and language abilities (reading, technical writing, and speaking), with strong communication, writing, and presentation skills.
• Proven technical acumen in planning, problem-solving and consensus building.
• Ability to budget for and execute multiple projects against demanding timelines.
• Comfortable with technology and business systems with high proficiency in all Microsoft Office products.
• Knowledge of emerging and progressive instructional design techniques and strategies (e.g., mobile learning, just in time training, social learning) is a plus.

Skills

• 00 - Project Management
• 00 - Verbal Communication Skills
• 00 - Written Communication

Behaviors

• Enthusiastic: Shows intense and eager enjoyment and interest
• Functional Expert: Considered a thought leader on a subject
• Innovative: Consistently introduces new ideas and demonstrates original thinking
• Leader: Inspires teammates to follow them

Motivations

• Goal Completion: Inspired to perform well by the completion of tasks
• Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)