Learning Experience Designer

 Job Requisition ID: 91243 

Location Designation: Fully Remote 

Group Benefit Solutions delivers comprehensive insurance and absence management solutions for mid-sized and large companies. Our work fosters a healthier, happier, and more secure workforce, contributing to New York Life’s legacy of being there when we’re needed most. Here, you'll design, implement, and support these solutions directly impacting employees’ lives. At our core, we provide financial security and peace of mind to people through our absence, accident, disability, voluntary benefits, and life insurance solutions. Click here to learn more about Group Benefits solutions.

Role Overview:

This role will be a member of the Distribution Learning and Development Team supporting the Distribution/Sales Organization within Group Benefit Solutions (GBS) business of New York Life. This role will work closely with business partners across the GBS to design and develop innovative, impactful training programs and resources that support employee development and enhance the quality of services delivered by employees across the GBS.

The Learning Experience Designer (LED) is responsible for using Instructional Design and adult learning methodologies to analyze business and learner needs, design comprehensive learning solutions, develop and implement blended programs, and to evaluate the effectiveness of these programs. This role collaborates with subject matter experts, project managers, and other stakeholders to design and develop innovative instructional materials and programs.

The LED manages all aspects of training design and development, working independently and at times with other external consultants. The LED ensures their projects are accomplished on time and within defined scope while demonstrating an ability to operate in an ever changing project environment where priorities and unexpected needs shift work demand and focus.

What You’ll Do:

Assess training needs

• Collaborate with business leads, subject matter experts, project managers, learning professionals and other partners to identify learning and performance needs
• Conduct needs analysis to identify how training can drive ongoing performance improvement
• Identify performance success metrics and how to measure learning solution impact

Design and develop training solutions

• Ensure learning and performance objectives are appropriate to the audience and that the training programs developed meet those learning and performance objectives
• Use Instructional Design methodologies to determine the best learning approach to address business and project needs.
• Create training …