Learning Program Design Manager

What you will do

Reporting to the Senior Manager, Aftermarket Training, this role will lead analysis, design, and development of learning solutions for key aftermarket audiences across the dealer network and OEM field teams. Partnering with Learning Program Managers (LPMs), subject matter experts (SMEs), and business leaders, this role translates performance and proficiency gaps in parts, service, warranty, and related fixed operations into modern, learner-centric experiences across modalities. The role requires strong instructional design and development capability. This role sets design standards and governance, delivers with quality and speed, and measures impact through adoption, proficiency, and business-aligned outcomes that improve customer experience and uptime.

Key Responsibilities

Learning Needs Analysis & Solution Strategy
•    Conduct rapid, effective needs and performance analysis in partnership with business leaders, LPMs, and SMEs to identify the performance gap and root causes.
•    Align learning solutions to aftermarket business objectives and measurable KPIs (e.g., service throughput, reduced downtime, parts performance, warranty accuracy); establish clear learning objectives and success measures.
•    Determine the appropriate solution approach and modalities (e.g., ILT/VILT, eLearning, video, job aids, performance support, microlearning), including role-based curriculum and certification pathways where applicable, to drive consistent adoption and proficiency.
•    Ensure solutions embody adult learning principles, accessibility and usability standards, and are designed for speed-to-market and sustainment using rapid design methodologies (e.g., focused analysis/design sprints, iterative prototyping, and quick-turn reviews).

Instructional Design & Development Execution
•    Design and develop learning and performance products in partnership with SMEs—at times owning end-to-end design and development, at times designing and collaborating with a developer, and at times developing solutions based on another designer's design, ensuring accuracy, quality, and stakeholder sign-off.
•    Serve as the link between subject specialists and media developers to produce high-quality training materials (guides, job aids, interactive content, videos, and SCORM-based eLearning).
•    Lead iterative design reviews to ensure learning objectives, assessments, and activities align with desired on-the-job behaviors and performance metrics.
•    Leverage AI-enabled tools to accelerate storyboarding, scripting, asset creation, and quality checks (e.g., alignment to objectives, consistency, and accessibility), while ensuring SME validation and adherence to governance standards.
•    Maintain documentation, source files, versions, and final deliverables; implement strong governance for curriculum maintenance to keep content current with product, policy, process, and systems changes (evergreen assets).

Stakeholder Partnership & Influence

•    Partner with cross-functional aftermarket stakeholders to prioritize learning demand (dealer network, OEM field teams, and business leaders), clarify scope, and manage tradeoffs across competing priorities.
•    Present solution designs, launch readiness plans, and progress updates to senior stakeholders at project launch and key milestones; communicate decisions, risks, dependencies, and sustainment plans.
•    Balance stakeholders' needs with available capacity by setting expectations, negotiating timelines, and ensuring transparency on delivery status.
•    Collaborate with trainers/facilitators early in the design process for ILT/VILT solutions to ensure deliverability and adoption.
•    Collaborate with other Learning Design & Development colleagues across the Competence Development department to advance shared capabilities, standards, reusable assets, and best practices.
•    Establish and reinforce standards for instructional design and development, including clear handoffs, quality checks, review cycles, and facilitation readiness (templates and governance).
•    Provide instruction and guidance to trainers; participate in train-the-trainer as needed to ensure design intent is realized in delivery.
•    Select and leverage learning technologies, authoring tools, and AI-enabled development tools to increase efficiency and product quality; apply appropriate governance and responsible use practices; continuously improve team ways of working.
•    Promote continuous professional development by staying current on learning trends, tools, and best practices; encourage upskilling and knowledge sharing.

Evaluation, Insights & Continuous Improvement
•    Design evaluation approaches aligned to the intended impact of the solution, up to and including Kirkpatrick Level 4 when feasible.
•    Monitor learner feedback, adoption, proficiency measures, and business outcomes (e.g., uptime-related measures, service throughput, parts/warranty performance) to inform enhancements and drive continuous improvement.
•    Ensure learning objectives, assessments, and performance measures remain aligned as products evolve.

Scope & Impact
•    Owns end-to-end design and development for assigned aftermarket learning solutions, from analysis through launch and sustainment, supporting dealer network and OEM field team capability needs.
•    Influences business outcomes through improved human performance, learner proficiency, and adoption of targeted processes, tools, and behaviors.
•    Key measures may include stakeholder satisfaction, on-time delivery, training adoption and completion, learner proficiency/assessment outcomes, certification attainment (where applicable), and movement in business KPIs aligned to the solution.
•    Coordinates cross-functionally with LPMs, SMEs, trainers/facilitators, media developers, and external vendors/contractors as needed.

Who are you?

Do you dream big? We do too, and we are excited to grow together. In this role, you will bring: 

Education
•    Degree or certification in Instructional Design, Adult Education, Graphic Design, Organizational Development, or equivalent relevant experience.

Experience and Knowledge
•    2–5+ years of experience designing and developing learning solutions, including digital learning and performance support.
•    Demonstrated skill partnering with SMEs and business leaders to translate performance needs into learning objectives, designs, and deliverables.
•    Experience working with authoring tools and common development formats (e.g., SCORM-based eLearning, video, guides, job aids, presentations).
•    Experience supporting dealer networks and/or aftermarket fixed operations (parts, service, warranty, fleet maintenance) preferred.

Other Requirements
•    Occasional domestic and/or international travel as required.

Ready for the next move?

If you want to make a real impact in your career, Volvo Group NA is where you want to be. We look forward to meeting you.