Learning Experience Designer

JOB SUMMARY

As Learning Experience Designer within the Leadership Capability & Learning COE, you are the team’s primary design expert responsible for translating strategic capability priorities into high-quality, engaging, and effective development experiences (e-learning, instructor-led training, etc.). You create solutions that are modern, immersive, and genuinely impactful. Where others see a slide deck, you see an opportunity for a simulation. Where others see a workshop, you see a multi-modal experience that extends into the flow of work. Where others see a leadership program, you see a design challenge.

You work in close partnership with the Sr. Manager, Leadership Capability, who sets the strategic design direction – diagnosing capability gaps and defining what behavior change needs to happen. Your role is to bring that direction to life with craft, creativity, a deep understanding of how adults learn, and a strong point of view on the tools, technologies, and emerging practices that can make learning more effective. You operate with significant creative autonomy within that partnership, bringing your own ideas, pushing the boundaries of what development experiences can be, and continuously raising the bar for what great looks like.

Beyond individual experiences, you are also the visual and design standard-bearer for the COE. You own how this function presents itself to leaders, the business, and the broader organization. That means owning the COE's visual design standards and templates so that every deliverable that comes out of this function looks and feels like it belongs to the same world.

MAJOR

RESPONSIBILITIES

• Design & Build Immersive Learning Experiences

• Design and build simulations, scenario-based experiences, experiential labs, and immersive learning environments that put leaders in realistic situations and require them to make real decisions.

• Develop engaging, high-quality e-learning and digital learning assets that extend development into the flow of work, not just for formal learning moments but for the spaces in between.

• Translate the defined capability priorities and design direction into concrete learning experiences, bringing creative solutions to the build.

• Prototype rapidly, pilot with real learners, gather feedback, and iterate, always optimizing for behavior change over production polish.

• Build a reusable library of design assets, templates, and components that accelerate future work and ensure design consistency across the COE's portfolio.

• Set & Own Visual Design Standards

• Establish and maintain visual design standards for the Leadership Capability & Learning COE – defining the look, feel, and quality bar for all deliverables including program materials, participant guides, presentations, and digital assets.

• Build a template library that is practical, flexible, and easy for others to use so that design standards get maintained even when you are not the one producing the output.

• Bring visual storytelling expertise to the design of leadership experiences, ensuring that the narrative arc of every program, module, and asset is as intentional as its instructional design.

• Translate complex leadership concepts, capability frameworks, and development models into visuals that are immediately legible to a theme park operations leader as much as to an HR professional.

• Elevate the quality of how the COE communicates its strategy, impact, and value through decks, one-pagers, infographics, and other visual communication formats.

• Own Learning Technology & Innovation

• Own all internal instructional design and learning production tools – selecting, managing, and maintaining proficiency in the technologies that power the COE's design work.

• Actively monitor and experiment with emerging learning technologies including AI-powered development tools, immersive and simulation platforms, adaptive learning technologies, and other innovations reshaping how people develop.

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