Department: Human Resources

Location: Shield Technology Partners - Remote

Compensation: $120,000 - $140,000 / year

Description

The Learning & Development Lead is the hands-on owner of Shield Technology Partners’ learning function across the organization and its portfolio of managed-service companies. Reporting to the Director of People Experience, this role translates L&D vision and strategy into executable programs — owning the full lifecycle from design and development through delivery, administration, and measurement. It is a senior, high-autonomy role for a builder who can run a modern, AI-forward L&D operation end-to-end in a fast-growing, multi-company MSP environment.

Key Responsibilities

Program Strategy & Execution

Translate the L&D vision and roadmap set by the Director of People Experience into executable programs, priorities, and timelines.
Run the L&D operating system end-to-end — managing initiatives, priorities, and execution from strategy through delivery.

Content Design & Development

Own the design and development of digital content, job aids, and knowledge-base resources grounded in adult learning principles (ADDIE, SAM, Bloom’s taxonomy).
Build training for both technical and non-technical audiences using modern e-learning authoring tools.
Source, vet, and deploy existing or third-party content where it fits the need — curating quality off-the-shelf material rather than building everything from scratch.

AI-Enabled Learning & Operations

Use AI tools to accelerate content creation, drafting, and instructional design, and to scale personalized, adaptive learning.
Apply AI and automation to streamline routine L&D operations — enrollments, reporting, reminders, and knowledge-base upkeep.
Champion AI literacy across Shield’s learning programs, equipping employees to use AI tools effectively and responsibly in their roles.

Delivery, Facilitation & Communications

Facilitate live and virtual training — including manager and employee sessions and platform/tool rollouts — through instructor-led, virtual, hybrid, 1:1, and self-paced formats.
Own L&D communications, including program announcements and manager enablement.

LMS, Compliance & Systems Ownership

Own LMS administration end-to-end — enrollments, learning paths, content publishing, and reporting — and help close out LMS selection and implementation.
Own the rollout and tracking of required and compliance training, maintaining accurate, audit-ready records.
Maintain training records and workflows across the L&D toolstack (LMS, Notion, Asana, Microsoft 365).

Onboarding & Enablement

Own the new employee onboarding experience, ramping new hires efficiently into their roles.
Lead L&D discovery and translate findings into tailored rollout plans as companies join the portfolio.
Partner with stakeholders and subject-matter experts to stand up and scale learning in each entity.

Measurement, Stakeholders & Continuous Improvement

Own L&D measurement across the value chain; use metrics and learner feedback to continuously improve program quality and impact.
Partner with leadership and SMEs to align learning to business needs, and report on program health and outcomes.

Key Metrics

Success in this role is measured across the full learning value chain — engagement, effectiveness, and business impact:

Reach & Engagement

Training completion rate, including on-time completion for required training
Active / unique learners and total learning hours delivered
Learner satisfaction (CSAT) and training Net Promoter Score (NPS)

Learning Effectiveness

Knowledge gain — pre/post assessment scores and pass rates
Certification attainment, including technical certifications
On-the-job application and behavior change (manager-validated)

Business Impact

New-hire time-to-productivity and onboarding ramp time
Skill-gap closure and role readiness
Contribution to employee retention and internal mobility
Program efficiency — cost per learner and training ROI

Skills, Knowledge & Expertise

Bachelor’s degree (business, HR, education, or related field preferred), or equivalent experience.
4–6+ years of experience in learning & development, instructional design, or corporate training.
Proven ability to own and run an L&D function or major programs end-to-end with a high degree of autonomy.
Experience developing both technical and non-technical training.
Proficiency administering a Learning Management System (LMS), including implementation and reporting.
Strong understanding of e-learning authoring tools.
Knowledge of adult learning theory and instructional design models (ADDIE, SAM, Bloom’s taxonomy).
Strong facilitation and presentation skills across live, virtual, and hybrid environments.
Enthusiasm for and hands-on comfort with AI tools (e.g., AI authoring assistants, chat-based and agentic tools) to accelerate L&D work.
Fluency with modern collaboration and work-management tools.
Strong project-management skills, able to run multiple concurrent programs across a multi-entity environment.
A self-directed operator comfortable building in ambiguity and standing up systems from scratch.
Outstanding verbal, written, and stakeholder-facing communication skills.

Nice to Have (not required)

Experience applying AI or automation in a learning, content, or operations context (prompt fluency, AI-assisted authoring, workflow automation).
Experience selecting and implementing an LMS.
Familiarity with SCORM and authoring tools (e.g., Articulate 360 / Rise / Storyline).
Experience supporting compliance or regulatory training programs.
Familiarity with MSP / IT service delivery models, help-desk operations, or managed-services workflows.
Familiarity with MSP tools and workflows (PSA/RMM platforms, e.g., HaloPSA).
Experience in a multi-company, holding-company, or franchise/portfolio environment.

Shield

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Learning & Development Lead