Come join our team!

Reveille Group is a strategic advisory consulting firm with offices in Washington, DC. We are focused on providing our diverse clients with innovative solutions including technical analysis and development. We are looking to bring on an integral team member to provide support for an existing project. You will function as a Learning & Development Specialist for a federal agency. Please note this is a remote position, and you must be in the contiguous United States available to travel to DC and other locations on occasion/as needed.

Role Description

Lead implementation of the Government-established learning and career-development framework for a 10- to 25-person early-career acquisition cohort, aligning activities to program milestones, priorities, participant needs, and applicable acquisition career requirements.

Develop and maintain the Development Framework and Curriculum Plan, including learning objectives, sequencing, delivery methods, facilitators, prerequisites, milestone dates, evaluation methods, dependencies, and required resources.

Coordinate learning across federal acquisition fundamentals, the acquisition lifecycle, procurement and contracting, mission and organization, business acumen, customer engagement, market research, acquisition planning, data literacy, digital acquisition, emerging technologies, communication, negotiation, project management, leadership, ethics, and career planning.

Design and facilitate cohort-based learning activities such as workshops, case studies, speaker series, leadership engagements, peer-learning sessions, mission briefings, innovation challenges, capstone projects, networking sessions, and communities of practice.

Develop facilitator guides, participant materials, job aids, learning schedules, presentations, exercises, case materials, assessments, and accessible digital resources for Government review and approval.

Support each participant's Individual Development Plan or equivalent roadmap by documenting required and recommended learning, target competencies, developmental assignments, mentoring, rotations, certification milestones, career milestones, goals, and target completion dates.

Establish repeatable processes for learning enrollment, attendance, completion, make-up activities, participant communications, resource distribution, feedback collection, and maintenance of current learning records.

Coordinate mentor and mentee guides, expectations, matching support, orientation, engagement tracking, pulse surveys, and issue escalation in partnership with volunteer Government mentors and program leadership.

Support identification and coordination of rotational and developmental assignments, including objectives, schedules, stakeholder communications, participant and supervisor feedback, completion tracking, and developmental outcome documentation.

Maintain participant learning and development data, including training requirements and completion, IDP milestones, certification-related progress, rotations, mentoring participation, cohort activities, competency development, developmental assignments, feedback, risks, and corrective actions.

Define and apply Government-approved status criteria to identify participants who are on track, at risk, or materially behind; document contributing factors and recommend timely developmental interventions without performing supervisory functions.

Develop learning measurement strategies using appropriate models and methods, including reaction, learning, application, milestone attainment, competency progression, participant experience, supervisor experience, and program outcomes.

Analyze which developmental activities correlate with participant progression, retention, competency growth, and career milestones; document assumptions and limitations and distinguish correlation from causation.

Provide development measures, trends, risks, narrative insights, and recommended actions for dashboards, monthly reports, quarterly analytics, executive briefings, annual evaluations, and continuous-improvement reviews.

Conduct recurring needs assessments and use participant, supervisor, mentor, and stakeholder feedback to identify developmental gaps, delivery barriers, successful practices, and opportunities for standardization or automation.

Coordinate recommendations for changes to the development framework with the officials responsible for acquisition workforce development and certification before implementation.

Maintain curriculum assets, data definitions, operating procedures, version histories, lessons learned, and transition materials so government or a successor contractor can sustain the program without avoidable dependency on incumbent personnel.

Ensure learning products and records comply with applicable federal privacy, information-security, records-management, system-access, and Section 508 accessibility requirements.

Respond to routine Government and participant inquiries within established service levels and promptly elevate material gaps in learning, mentoring, rotations, supervision, or developmental opportunities.

Key Responsibilities

At least 10 years of progressively responsible experience in learning and development, instructional design, curriculum implementation, workforce development, talent development, adult education, organizational development, or a closely related field.

Demonstrated experience leading end-to-end learning programs, from needs assessment and curriculum planning through delivery, administration, evaluation, reporting, and continuous improvement.

Advanced knowledge of adult-learning principles, instructional design, blended learning, facilitation, assessment, learning transfer, and program-evaluation methods.

Experience developing measurable learning objectives, sequenced curricula, facilitator guides, participant materials, exercises, job aids, surveys, assessments, and learning-evaluation plans.

Experience managing individual development plans, competency frameworks, mentoring programs, rotational assignments, cohort learning, leadership development, or early-career development programs.

Ability to translate policy, competency, certification, and workforce requirements into practical learning experiences and trackable developmental milestones.

Experience analyzing learning and development data, including completion, assessment, engagement, satisfaction, progression, risk, and outcome measures, and communicating findings to program and executive audiences.

Strong facilitation, presentation, consultation, coaching, stakeholder-management, writing, editing, and project-coordination skills.

Ability to manage concurrent learning events, participant needs, deliverables, dependencies, and changing priorities while maintaining accurate documentation and quality control.

Proficiency with Microsoft Word, Excel, PowerPoint, Outlook, Teams, and SharePoint, plus experience with a learning-management system, survey platform, virtual-learning platform, or comparable learning technology.

Ability to protect applicant and employee information and satisfy applicable federal suitability, onboarding, confidentiality, accessibility, records, and information-handling requirements.

Required Qualifications

At least 10 years of progressively responsible experience in learning and development, instructional design, curriculum implementation, workforce development, talent development, adult education, organizational development, or a closely related field.
Bachelor's degree in instructional design, adult education, organizational development, human resources, learning sciences, public administration, business, or a related field; a master's degree is preferred.

Demonstrated experience leading end-to-end learning programs, from needs assessment and curriculum planning through delivery, administration, evaluation, reporting, and continuous improvement.

Advanced knowledge of adult-learning principles, instructional design, blended learning, facilitation, assessment, learning transfer, and program-evaluation methods.

Experience developing measurable learning objectives, sequenced curricula, facilitator guides, participant materials, exercises, job aids, surveys, assessments, and learning-evaluation plans.

Experience managing individual development plans, competency frameworks, mentoring programs, rotational assignments, cohort learning, leadership development, or early-career development programs.

Ability to translate policy, competency, certification, and workforce requirements into practical learning experiences and trackable developmental milestones.

Experience analyzing learning and development data, including completion, assessment, engagement, satisfaction, progression, risk, and outcome measures, and communicating findings to program and executive audiences.

Strong facilitation, presentation, consultation, coaching, stakeholder-management, writing, editing, and project-coordination skills.

Ability to manage concurrent learning events, participant needs, deliverables, dependencies, and changing priorities while maintaining accurate documentation and quality control.

Proficiency with Microsoft Word, Excel, PowerPoint, Outlook, Teams, and SharePoint, plus experience with a learning-management system, survey platform, virtual-learning platform, or comparable learning technology.

Ability to protect applicant and employee information and satisfy applicable federal suitability, onboarding, confidentiality, accessibility, records, and information-handling requirements.

Preferred Experience and Qualifications

Experience supporting a federal agency, government contractor, federal workforce-development initiative, internship or fellowship program, or acquisition workforce program.

Knowledge of federal acquisition roles, the acquisition lifecycle, federal competency models, and acquisition career training or certification requirements.

Relevant credentials such as Certified Professional in Talent Development, Associate Professional in Talent Development, Project Management Professional, Prosci, instructional-design certification, coaching certification, or comparable qualification.

Experience applying Kirkpatrick or comparable evaluation approaches and developing executive dashboards or reports that connect learning activity to workforce outcomes.

Familiarity with Section 508, plain-language practices, accessible virtual facilitation, and accessible document development.

While this job description is intended to be an accurate reflection of the position, management reserves the right to modify, add, or remove duties and to assign other duties as necessary. Furthermore, all duties and responsibilities are essential job duties and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. This document does not create an employment contract, implied or otherwise.

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