Job Title:Instructional Designer Lead Location:100% Remote Duration:8 Months Shift:8AM - 5 PM EST, M-F
Planview is partnered with Progressive to deliver customized materials based on Progressive's program configuration. The contractor will take this baseline content and enhance it—packaging it in a clear, digestible format and outlining who will be impacted (e.g., timesheet users, project managers, etc.).
The lead position will be hired to find a training strategy to go along with the materials and the configuration workflows.
Required Skills • Planview Portfolio • Experience delivering training for enterprise applications, portfolio management tools, project management platforms, or technology transformation programs. • Strong instructional design, facilitation, and communication skills. • Ability to translate technical concepts into accessible, role?appropriate learning materials. • Experience working with cross?functional teams including PMOs, IT, and operational leadership. • Ability to work effectively in fast-paced, evolving program environments
• Change Agility & Mindset Adaptability – helps learners embrace new processes. • Analytical Thinking – uses assessments and data to improve training. • Problem Solving – quickly addresses confusion, environment issues, or content gaps
"Nice to have Skillset: "AI-Clip Champ Experience
Degrees or certifications required/Years of overall experience required: • Bachelor's degree or higher and a minimum of 3 years instructional design, web design experience or responsibilities that involve performance improvement initiatives.
• {OR}A minimum of 6 years instructional design, web design experience or responsibilities that involve performance improvement initiatives.
Day to day responsibilities: Training Strategy & Planning · Develops the training strategy aligned to the overall OCM strategy. · Partners with IT & Business Sponsors and IT Training Project Manager to Identify the audiences, skills, and behaviors needed for adoption. · Partners with the OCM lead to ensure training is part of the overall change plan. · Defines the scope of training, including what requires formal training vs. job aids vs. quick reference guides
• Training Needs Analysis (TNA) • Identifies what people need to learn to adopt the change • Analyzes: • Roles and personas • New processes being adopted • Required knowledge, skills, or system competencies • Determines the training method: instructor-led, eLearning, workshops, simulations, etc.
• Training Curriculum & Content Development Partners with SMEs and system teams to build: • Training decks • System simulations • eLearning modules • Job aids, quick reference guides, playbooks • Ensures materials are accurate, consistent, and aligned with process documentation and reviewed with IT & Business Sponsors and IT Training Project Manager
• Training Logistics & Delivery Management · Coordinates training schedules, sessions, locations, and virtual setups. · Ensures trainers are prepared with: ? Facilitator guides ? Exercises or lab environments · Manages enrollment, tracking, and completion.
• Stakeholder & Role-Based Readiness / Works with OCM leads to understand: · Who is impacted · How deeply they’re impacted · Aligns training to role-based impacts. · Communicates training expectations clearly to leaders and participants.
• Change Reinforcement Through Training · Reinforces the “why” behind the change during training sessions. · Helps ensure training supports behavior change—not just technical skills.
• Assessments & Measurement · Creates knowledge checks, quizzes, or tests. · Measures training effectiveness through: · Pre/post assessments · Feedback surveys · Participant confidence indicators · Uses results to address gaps before go?live.
• Go?Live Support · Helps design hypercare training for post?go?live support. • Coordinates floor support, office hours, or guided practice sessions. · Provides refresher training for teams needing extra support.
• Sustainability & Long-Term Training · Ensures training materials are handed off for long-term use. · Helps create ongoing onboarding materials for new hires. · Ensures updates are incorporated as processes evolve
Why a candidate would be interested in this position over one with another organization: • This role supports a major project transformation program that is reshaping how teams plan and manage work across the organization. The effort touches 800+ employees in RPMO and business PMOs, giving the contractors the opportunity to build high?impact learning content that drives real organizational change.
Who will this contractor interact with on this assignment? • Partners with IT & Business Sponsors and IT Training Project Managers
Resumes: • The hiring managers want to see the years of experience and what they've delivered along the way. Results will be important especially the importance of adoption and usage; what was the impact? Even if a candidate doesn't have this information in a resume, candidates MUST be prepared to talk about their work experience.
Interview Process: • 1 round of video interview with a small a panel • Examples of work can be shared alongside with the resume when submitting candidate
Applicant Notices & Disclaimers
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At SPECTRAFORCE, we are committed to maintaining a workplace that ensures fair compensation and wage transparency in adherence with all applicable state and local laws. This position’s starting pay is: $ 57.99/hr.
