Vice President, Curriculum Design & Development

We need to output HTML fragment with sections: About the role? Actually the posting includes "About Per Scholas" but we should not repeat job title as heading. Use headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to include sections only when posting has real specific content. We have content: About Per Scholas (mission etc). That could be "About the role"? Actually "About Per Scholas" is about organization, not role. Could map to "About the role"? Probably better to use "About the role" heading for description of role? But we have "Who We Are Looking For" and "What You’ll Do". Those are responsibilities. Also "What You’ll Bring to Us" is qualifications/requirements. Also "Benefits & Perks". No explicit Pay or Schedule. So we should not create Pay or Schedule sections. We need headings: maybe "About the role" (or "About Per Scholas"? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should use those exact headings when appropriate. We have content for About the role? Could use "About the role" to include description of role and organization? Might be okay. Then Responsibilities: from "What You’ll Do". Requirements/Qualifications: from "What You’ll Bring to Us". Skills: maybe not explicit separate; could embed in qualifications. Benefits: from "Benefits & Perks". No Pay or Schedule. We must not repeat job title as heading. Also no Job ID etc. We must preserve all substantive information, not invent or summarize away detail. Must not include boilerplate like cookie/navigation/legal/EEO etc. The posting includes some boilerplate at start: "ABOUT PER SCHOLAS:..." that's actually substantive about organization; we can keep that as part of About the role? It's about Per Scholas mission. That's okay. We need to remove duplicated lines, cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The text includes no obvious application instructions. There's a line about "Per Scholas candidates must reside in one of the following states..." that's a requirement (location). Should be included under Requirements/Qualifications. We need to output only HTML fragment, no /, no markdown fences. Let's structure:

About the role

... include Per Scholas mission description and maybe the role overview? The "Who We Are Looking For" paragraph could go here? Actually "Who We Are Looking For" is more about candidate profile. Might be better to put that under Requirements/Qualifications. The "About Per Scholas" description could be under About the role. Thus:

About the role

For 30 years, Per Scholas has been on a mission to drive mobility and opportunity in the ever-advancing technology landscape by unlocking the untapped potential of individuals, uplifting communities, and meeting the needs of employers through rigorous tech training. By teaming up with dynamic employer partners, ranging from Fortune 500 companies to innovative startups, we're forging inclusive tech talent pipelines, fulfilling an ever-increasing need for skilled talent. With national remote training and campuses in 20+ cities and counting, Per Scholas offers no-cost training programs in the most sought-after tech skills, spanning Cloud, Cybersecurity, Data Engineering, IT Support, Software Engineering, and more. To date, 30,000+ individuals have been trained through Per Scholas, propelling their professional trajectories into high-growth tech careers with salaries three times higher than their pre-training earnings. Learn more by visiting PerScholas.org and follow us on LinkedIn, X, Facebook, Instagram, and YouTube. Per Scholas candidates must reside in one of the following states, provided the position does not carry a specific office location requirement: AZ, CA, CO, FL, GA, IL, IN, KS, MD, MA, MI, MO, NC, NJ, NY, OH, PA, TX, WA.

But the residency requirement is more a requirement; maybe move to Requirements. However we can keep it here but it's about candidate eligibility. Might be better under Requirements. Let's split: About the role: mission description only (no residency). Then Requirements includes residency and qualifications. Thus:

About the role

For 30 years, Per Scholas has been on a mission to drive mobility and opportunity in the ever-advancing technology landscape by unlocking the untapped potential of individuals, uplifting communities, and meeting the needs of employers through rigorous tech training. By teaming up with dynamic employer partners, ranging from Fortune 500 companies to innovative startups, we're forging inclusive tech talent pipelines, fulfilling an ever-increasing need for skilled talent. With national remote training and campuses in 20+ cities and counting, Per Scholas offers no-cost training programs in the most sought-after tech skills, spanning Cloud, Cybersecurity, Data Engineering, IT Support, Software Engineering, and more. To date, 30,000+ individuals have been trained through Per Scholas, propelling their professional trajectories into high-growth tech careers with salaries three times higher than their pre-training earnings. Learn more by visiting PerScholas.org and follow us on LinkedIn, X, Facebook, Instagram, and YouTube.

Now Responsibilities: from "What You’ll Do" sections. Could be multiple subsections but we can combine into a

• list. We need to preserve all substantive information; we should not lose details. The "What You’ll Do" includes several bullet-like paragraphs: Product Strategy and Portfolio Leadership, Curriculum Discovery, Design and Development, Team and Talent Leadership, Quality, Standards and Governance, Cross-Functional Leadership and Launch Readiness, Measurement and Continuous Improvement, Systems and Operational Excellence. We can turn each bold heading into a list item with its description. Thus:

  Responsibilities

  • Product Strategy and Portfolio Leadership: Lead the strategy, design and development of Per Scholas’ curriculum portfolio across technology, infrastructure, professional development and Career Accelerator offerings. Translate organizational priorities, employer demand and labor-market intelligence into actionable product roadmaps and investment recommendations. Establish clear portfolio priorities across new course development, customization, refresh, redesign, scaling, deferral and retirement. Present data-informed recommendations, risks and tradeoffs to executive leadership and governance bodies. Ensure product decisions are grounded in employer relevance, learner outcomes, organizational capacity and financial sustainability. Establish clear success measures for curriculum quality, development speed, credential attainment, learner completion and placement relevance.
  • Curriculum Discovery, Design and Development: Provide executive leadership for the end-to-end discovery, design and development process. Ensure that new and refreshed products are informed by learner personas, job-task analyses, competency maps, employer requirements and relevant industry certifications. Oversee the development of course outlines, sequencing documents, learning objectives, assessments, labs, instructor resources and learner-facing materials. Ensure technical requirements are translated into clear, measurable and instructionally sound learning experiences. Establish consistent definitions of design readiness, development readiness, quality assurance and launch readiness. Ensure products incorporate appropriate applications of artificial intelligence, security, human skills and emerging technologies. Promote responsible, ethical and employer-aligned uses of AI within curriculum and technical learning experiences. Balance customization requirements with the need to maintain scalable, repeatable and sustainable curriculum products.
  • Team and Talent Leadership: Lead, coach and develop a multidisciplinary Product Design and Development team. Establish clear roles, responsibilities, performance expectations and decision-making authority across the team. Build a culture of collaboration, innovation, accountability, psychological safety and continuous improvement. Assess team capacity and align internal staff, contractors and subject-matter experts with portfolio priorities. Develop internal talent pipelines and strengthen the team’s capabilities in product management, learning design, technical curriculum development and quality assurance. Ensure team members receive appropriate professional development, tools and support. Manage performance, succession planning, staffing recommendations and resource allocation for the department.
  • Quality, Standards and Governance: Establish and uphold curriculum-product standards for quality, consistency, accessibility, assessment rigor, credential alignment and employer relevance. Ensure learning objectives, instructional activities, labs and assessments are aligned and traceable to job competencies. Develop and monitor quality gates that reduce rework and protect the integrity of curriculum products. Ensure curriculum changes follow established governance, version-control and pilot-evaluation processes. Maintain clear standards for when courses should be refreshed, redesigned, scaled, deferred or retired. Partner with Evaluation and Learning teams to incorporate pilot findings, learner-performance data, instructor feedback and placement outcomes into product decisions. Protect appropriate curriculum-development timelines and ensure that significant changes are supported by evidence, capacity and organizational priorities.
  • Cross-Functional Leadership and Launch Readiness: Partner with Training Delivery, Product Delivery, Instructor Development, Evaluation, Professional Development, Employer Engagement, Marketing and Operations to ensure successful product implementation. Ensure curriculum-design decisions reflect instructor readiness, scheduling requirements, learner-support needs, technology constraints and market capacity. Establish effective handoffs between discovery, design, development, quality assurance and implementation. Provide stakeholders with accurate product documentation, including course profiles, learner exit profiles, curriculum maps, product outlines and skills summaries. Support employer and market conversations by ensuring teams understand the occupations, skills and career pathways connected to each training product. Address cross-functional risks and dependencies that may affect quality, launch timelines, learner experience or product adoption. Serve as a senior advisor to organizational leaders on curriculum strategy, technical-training trends and product-development decisions.
  • Measurement and Continuous Improvement: Partner with Evaluation and Product Operations to establish key performance indicators for curriculum quality and effectiveness. Use learner data, instructor feedback, credential outcomes, completion rates and placement information to inform product improvements. Monitor portfolio performance and recommend targeted refreshes, redesigns or retirement decisions. Ensure pilots include clear evaluation questions, defined data-collection plans and post-pilot review periods. Track and improve curriculum-development timelines while maintaining quality and stakeholder alignment. Communicate portfolio progress, risks, capacity and outcomes through executive-level dashboards and reports.
  • Systems and Operational Excellence: Partner with Product Operations to maintain reliable systems of record for curriculum artifacts, product decisions, version histories and portfolio status. Establish repeatable workflows, templates, governance structures and documentation standards. Ensure curriculum requirements account for enterprise systems and platforms, including the LMS, content repositories, CRM, cloud environments and instructional technologies. Identify and resolve process gaps that affect curriculum quality, development speed, adoption or scalability. Support annual planning, budgeting, vendor management and resource forecasting for Product Design and Development. Ensure grant, contract and partner requirements are translated into realistic product deliverables, measurement expectations and timelines.
  Now Requirements/Qualifications: from "What You’ll Bring to Us" plus residency requirement. We have Professional Qualifications and Preferred Qualifications. We'll combine into Requirements section maybe with two subheadings? But we only allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We could use Requirements for mandatory qualifications, and Qualifications for preferred? Or combine. The instruction: use those headings for section headings. We can decide to have Requirements (mandatory) and Qualifications (preferred). Or we could have Requirements and then Skills separate. But we have no explicit Skills list; we could embed skills in Requirements. Let's do:

  Requirements

  Ten or more years of progressively responsible experience in curriculum product development, learning design, technical training, education technology, workforce development or a related field. At least five years of experience leading multidisciplinary teams and managing senior-level professionals. Demonstrated success overseeing the design and development of complex learning products from discovery through implementation. Experience developing or managing technology-focused curriculum in areas such as software engineering, cloud computing, cybersecurity, data, artificial intelligence, IT support, infrastructure or advanced manufacturing. Strong understanding of adult-learning principles,