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Skillsoft Jobs in Silver Spring, MD (NOW HIRING)

Peraton

Cyber Workforce/Training Coordinator

Herndon, VA · On-site

$86K - $138K/yr

Experience with LMS platforms (e.g., Skillsoft, Cornerstone), training analytics, and budget management * Knowledge of cyber mission sets, red/blue team training, and continuous learning program ...

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Skillsoft information

See Silver Spring, MD salary details

$5

$39

$50

How much do skillsoft jobs pay per hour?

As of Jun 8, 2026, the average hourly pay for skillsoft in Silver Spring, MD is $39.43, according to ZipRecruiter salary data. Most workers in this role earn between $27.74 and $49.57 per hour, depending on experience, location, and employer.

What is the difference between Skillsoft vs Instructional Designer?

AspectSkillsoftInstructional Designer
Primary RoleProvides online learning content and training solutionsDesigns and develops educational programs and materials
Work EnvironmentCorporate e-learning platforms, online training providersEducational institutions, corporate training departments, e-learning companies
Required CredentialsTypically requires knowledge of e-learning tools, certifications in training or instructional design beneficialBachelor’s or master’s in education, instructional design, or related field; certifications like CPT or ATD often preferred

Skillsoft focuses on delivering ready-made online training content, while Instructional Designers create customized educational programs. Both roles are essential in corporate learning but differ in scope and responsibilities.

What are the key skills and qualifications needed to thrive as a Skillsoft Learning Consultant, and why are they important?

To thrive as a Skillsoft Learning Consultant, you need expertise in instructional design, adult learning principles, and experience with e-learning platforms, often supported by a degree in education, human resources, or a related field. Familiarity with Skillsoft's learning management systems (LMS), content authoring tools, and analytics platforms is typically required. Strong communication, problem-solving, and project management skills help you effectively understand client needs and deliver impactful learning solutions. These competencies ensure clients achieve optimal results from their learning initiatives and drive successful organizational outcomes.

What types of teams and departments does a Skillsoft employee typically collaborate with, and how does this impact daily work?

At Skillsoft, employees often work cross-functionally, collaborating with teams such as product development, sales, customer support, and marketing. This collaborative environment encourages open communication and ensures that learning solutions are tailored to client needs. As a result, daily responsibilities frequently involve coordinating meetings, sharing feedback, and aligning on project goals. This structure not only enhances teamwork skills but also provides a broader understanding of the company's operations and client impact.

What is Skillsoft and what does the company do?

Skillsoft is a global leader in corporate digital learning, offering online training and educational resources for businesses and organizations. The company provides a wide range of e-learning courses, covering topics such as leadership development, IT skills, compliance, and business skills. Skillsoft’s platform helps employees improve their knowledge and skills, supporting workforce development and organizational goals. Their solutions are used by companies of all sizes to enhance professional growth and ensure compliance with industry standards.
What are popular job titles related to Skillsoft jobs in Silver Spring, MD? For Skillsoft jobs in Silver Spring, MD, the most frequently searched job titles are:
What job categories do people searching Skillsoft jobs in Silver Spring, MD look for? The top searched job categories for Skillsoft jobs in Silver Spring, MD are:
What cities near Silver Spring, MD are hiring for Skillsoft jobs? Cities near Silver Spring, MD with the most Skillsoft job openings:
Skillsoft jobs near you
Infographic showing various Skillsoft job openings in Silver Spring, MD as of May 2026, with employment types broken down into 100% Full Time. Highlights an 45% Physical, 10% Hybrid, and 45% Remote job distribution, with an average salary of $82,019 per year, or $39.4 per hour.
Director, Human Resources Information Systems

Director, Human Resources Information Systems

Arcfield

Chantilly, VA • On-site

Full-time

Posted 3 days ago

Job description

Responsibilities
We are seeking a visionary and highly technical Director, HRIS to lead the strategic roadmap, optimization, and daily operations of our global HR technology ecosystem. Serving as the critical bridge between Human Resources and the Office of the CIO, this leader will drive the digital transformation of our HR function to deliver exceptional employee experiences and operational excellence.
The ideal candidate blends strong executive presence with hands-on technical expertise, particularly within the Workday ecosystem. In this role, you will lead and mentor a dedicated team of Application Business Analysts, champion complex system implementations, and ensure our technology stack - spanning Workday, Peakon, iCIMS, and Skillsoft/Percipio - seamlessly supports our overarching business goals. If you are a strategic thinker, a master of change management, and a collaborative IT/HR partner, we invite you to apply.
Key Responsibilities
HR Systems Strategy & Optimization
  • Serve as the primary product owner and technical authority for our HR technology stack, overseeing the health, security, and optimization of Workday, Peakon, iCIMS, and Skillsoft/Percipio.
  • Maintain hands-on involvement in Workday configuration, advanced reporting, security administration, and business process design to support complex business needs.
  • Lead the strategic planning of the HRIS roadmap, ensuring technology investments align with broader HR and corporate strategies.
  • Manage bi-annual system updates, release management, and the continuous evaluation of new features to maximize system ROI.
  • Establish data governance standards to ensure the highest levels of data integrity, security, and compliance across all HR systems.

Project & Change Management
  • Lead complex, cross-functional HR technology projects from business case development and vendor selection through implementation and post-go-live support.
  • Develop and execute comprehensive change management strategies to drive user adoption and minimize disruption during system implementations and process changes.
  • Manage vendor relationships, SLAs, and contract renewals for all HRIS platforms.
  • Identify process bottlenecks and leverage technology to automate workflows, improve data integrity, and enhance the overall employee and candidate experience.

Cross-Functional Collaboration & IT Partnership
  • Act as the primary liaison between HR and the CIO organization, partnering closely with Technical Subject Matter Experts (SMEs) on architecture, integrations, and data security.
  • Collaborate proactively with other IS/IT Managers to ensure HR systems integrate flawlessly with the broader enterprise systems landscape (e.g., Finance, Identity Management, Active Directory).
  • Represent HR tech in enterprise-wide IT governance committees and architecture review boards.

Team Leadership & Development
  • Manage, mentor, and develop a specialized team of Application Business Analysts.
  • Establish clear performance goals, provide ongoing coaching, and create professional development pathways to foster a high-performing, technically proficient team.
  • Guide the team in requirements gathering, testing methodologies, and Tier 2/Tier 3 issue resolution.

Executive Communication & Stakeholder Management
  • Demonstrate strong executive presence by regularly presenting HRIS strategies, project statuses, and data-driven insights to senior HR leadership and C-suite stakeholders.
  • Translate complex technical concepts into clear, actionable business language for non-technical stakeholders.

Leadership Expectations
  • Strategic Foresight: Ability to look 1-3 years ahead to anticipate business needs and architect scalable system solutions.
  • Executive Presence: Act as a trusted advisor to HR leadership and business unit executives, influencing decision-making and securing buy-in for technology investments.
  • Talent Champion: Committed to the growth and empowerment of direct reports, cultivating an environment of psychological safety, continuous learning, and accountability.
  • Resilience and Agility: Lead with confidence through organizational change and ambiguity, maintaining focus on strategic goals while managing day-to-day tactical demands.

Qualifications
Required Qualifications:
  • Education: Bachelor's degree in Human Resources, Information Technology, Business Administration, or a related field.
  • Experience: 16+ years of progressive experience in HRIS, HR Technology, or Enterprise Systems, with at least 3 years in a people-management or team-leadership role.
  • Workday Expertise: 5+ years of hands-on, deep technical experience configuring and optimizing Workday (HCM, Compensation, Advanced Reporting, Security, and Business Processes).
  • Project Management: Proven track record of managing complex technology implementations, system integrations, and multi-phase projects from conception to deployment.
  • Communication: Exceptional verbal and written communication skills; proven ability to present to and influence senior executives.

Preferred Qualifications:
  • Education/Certifications: Master's degree or relevant advanced certifications (e.g., Workday Pro Certifications, PMP, Agile Scrum Master, Prosci Change Management).
  • Ecosystem Experience: Direct experience administering or integrating iCIMS (ATS), Peakon (Employee Voice/Engagement), and Skillsoft/Percipio (LMS).
  • IT Acumen: Strong understanding of IT general controls (ITGC), GDPR/data privacy regulations, and enterprise architecture principles.

EEO Statement
We are an equal opportunity employer and federal government contractor. We do not discriminate against any employee or applicant for employment as protected by law.

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