Learning Development Engagement Specialist Jobs

TheLearning & Development (L&D) Specialist designs, builds, andmaintainsscalable training content and learning experiences using AI-enabled tools, making high-quality, personalized learning available to employees and managers faster and more cost-effectively than traditional development methods allow. This role replaces a director-level L&D function with a leaner, execution-focused position that emphasizes hands-on content development, tool adoption, and measurable skill-building outcomes over strategic program ownership. It directly supports AFS's broader efficiency and AI-adoption goals by modeling how AI can be used responsibly to improve internal operations.

This role owns the end-to-end development, maintenance, and personalization of AFS training content and materials, including selection and day-to-day use of AI-enabled authoring and delivery tools within approved budget and vendor guidelines. The Specialist has decision-making authority over instructional design choices, content formats, and tool usage, and escalates decisions involving new vendor contracts, enterprise-wide learning strategy, or budget outside approved limits to their manager. This role partners closely with subject matter experts across business units, HR/Talent partners, IT and Information Security (to vet AI tools and ensure no Restricted or Confidential data — including client production data, NPI, or source code — is submitted to third-party AI systems without approval), and Compliance to ensure training content and delivery align with FFIEC, SOC 2, and AFS data classification requirements.

• Design and build training content and learning modules using AI-enabled authoring tools, reducing development time versus traditional methods.
• Personalize learning paths for employees and managers by tailoring content and pacingto role, skill gaps, and performance data.
• Maintain and continuously update the L&D content library to keep materialsaccurate, relevant, and aligned with product and process changes.
• Partner with subject matter experts acrossAFSVision, IRIS, CRN, and Pricing Dashboard teams to translate technical and functionalexpertiseinto effective training content.
• Drive adoption of AI-enabled learning tools and resources by promoting their use, gathering feedback, and iterating onthe employeeexperience.
• Facilitate live and virtual training sessions and workshops on new skills, tools, and AI-enabled learning resources.
• Evaluate, pilot, and recommend new AI-based learning technologies, vetting each against AFS data classification and security standards beforeuse.
• Measure and report on training effectiveness, completion rates, and skill-building outcomes, using data to prioritize content updates.
• Support onboarding by building AI-personalized learning paths that accelerate new hire ramp-up.
• Coachmanagers onintegrating AI-enabled learning resources into team development and performance conversations.

Success in the first year is defined by a measurable shift toward AI-enabled, self-service learning — faster content development, higher engagement, and broader adoption of AI-enabled learning resources — while maintaining AFS's compliance and data security standards.

• Achieve a30% reductionin average training content development and update cycle time by using AI-enabled authoring tools.
• Deliver personalized learning paths for at leasttwo priority employee populations (e.g., new managers, technical onboarding) with measurable completion gains.
• Establish an AI-enabled content library refresh process adopted acrossall core L&D curricula.
• Implement an AI tool vetting checklist with Information Security, resulting inzero data classification violationsin training content or tools used.
• Increase employee engagement with AI-enabled learning resources to at least50% active usageamong target audiences.
• Stand up a training effectiveness dashboard reviewedmonthlywith HR leadership.
• Facilitate at least12 live or virtual training sessionson AI tools and other priority skill areas.

• Builder mindset:prioritizes hands-on execution and shipping usable training content over long planning cycles.
• Curious experimenter:tests new AI tools and approaches quickly, learns from what works, and scales it.
• Data-informed:usescompletion, engagement, and skill data to decide what to build or update next.
• Security-minded bydefault:treats data classification and AI tool vetting as a standard part of the workflow, not an afterthought.
• Collaborative partner:works closely with SMEs, managers, and HR/IT partners rather than developing content in isolation.

The ideal candidate is a practical, hands-on L&D professional who is energized by using AI to make learning faster, more personalized, and more accessible — not a strategist looking to build a large program from the top down. They are comfortable owning execution independently, iterating quickly based on feedback and data, andoperatingwithin a regulated environment where data security and compliance are non-negotiable.

We are looking for a practical builder-operator who can take training content from concept to delivery using AI-enabled tools, not someone who designs a program on paper and hands it off. Prior hands-on experience building content with AI authoring or generative tools matters more than years spent managing an L&D function.

• Experience designing and delivering training content in a corporate L&D or instructional design function, with a clear orientation toward hands-on execution over program strategy.
• Hands-on experience using AI-enabled authoring, content-generation, or personalization tools (e.g., generative AI platforms, AI-assisted authoring software) to build or update training materials.
• Demonstrated ability to take a training need from concept to delivered content quickly, using AI tools to compress traditional development timelines.
• Strong instructional design judgment; able to translate subject matterexpertisefrom technical and business SMEs into clear, engaging learning content.
• Bias toward efficiency and iteration: a proventrack recordof improving content quality or delivery speed using data and feedback.
• Comfortoperatingin a regulated, audited environment; able to work within FFIEC, SOC 2, and AFS data classification requirements when selecting and using AI tools.
• Facilitation skillssufficientto lead live and virtual training sessions for employees and managers.
• Familiarity with commercial lending, financial services, or B2B SaaS environments is a plus but notrequired.

Work is performed primarily in an office setting during normal business hours, with limited evening requirements forspecial events. Flexible schedule options are availablein accordance withAFS company policy. This role requires high-frequency use of computer keyboards and monitors.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor.