Senior Instructional Designer & Learning Consultant

About the role

Before You Build Anything, You Want to Understand the Problem – Do you enjoy taking a vague and incomplete training request, digging into what is really going on, and determining the solution that will actually work? A request comes in. The details are thin and the real problem is not obvious yet. Some people wait to be told what to do step by step to build. You start moving—figuring out who to talk to, what to ask, what to observe, and what the work actually requires. Then you own it from there! If that sounds like you, keep reading.

UPT and FRTL are building our Organizational Development function from the ground up, and we need a senior instructional designer who can proactively step in, think independently, consult across the organization, and own the work from the first conversation to the results. Most days you will not receive a polished brief. You will receive a document, a system update, or a request that says, "We need training on this." Your job is to figure out what is actually needed. We can teach you our business, systems, and culture. You bring the instructional design expertise.

What this role is: a senior-level, consultative instructional design role. You own the whole project: figuring out what is really needed, recommending the solution, building it well, and knowing whether it worked. What this role is not: an order-taking or content-creator role. If your instinct is to take what you are handed and make it look polished in Rise, this is not the right fit. It is also not an administrative, training coordination, graphic design, teacher or technical writing role.

Responsibilities

• Own projects end to end across safety, compliance, operations, onboarding, leadership development, and enterprise initiatives—from the first conversation through what happens after launch.
• Consult across the organization; much of what you need is not written down and lives with drivers, technicians, dispatchers, supervisors, and leaders—you go and get it.
• Identify the real problem and recommend the right solution—including when that solution is not training—and be able to explain what led you there.