Vice President, Curriculum Design & Development
for section headings. Use - for any list of duties/requirements/benefits, and
for prose.
We need to preserve all substantive information, remove boilerplate (cookie/navigation/legal/EEO etc). The posting includes a lot of text about Per Scholas mission etc. That's substantive? It's about the organization, maybe we can include as an "About Per Scholas" section? But headings allowed are only the listed ones. However we could treat "About the role" as a heading and include the description of the role (Who We Are Looking For, What You’ll Do). The organization description could be placed under "About the role" as prose? Or we could create a separate section not in list? The instruction: "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., implying those are examples but we should use those headings when appropriate. It also says "include a section ONLY when the posting has real, specific content for it". So we can include sections like About the role, Responsibilities, Requirements, Qualifications, Benefits. Possibly Skills if there are specific skills listed. There's a list of qualifications etc. We can map.
We need to avoid repeating job title as heading. So no heading for "Vice President, Product Design & Development". Good.
We need to preserve all substantive information: include details about remote work, states eligible, travel 0-10%, etc. That could be part of About the role or Responsibilities? Probably under About the role we can include location eligibility and travel.
We need to remove duplicated lines, cookie/navigation/legal/EEO etc. There's none obvious besides maybe the long mission statement. That's substantive about organization; we could keep as part of About the role or maybe a separate "About Per Scholas" but not in allowed headings. Could we treat it as part of "About the role"? Probably okay.
We need to use - for any list of duties/requirements/benefits. So we need to identify lists.
Responsibilities: The "What You’ll Do" section has multiple bullet-like paragraphs each starting with a bold heading (e.g., 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). Those are not bullet list but headings within responsibilities. We could treat each as a
- under a
for responsibilities. Or we could keep as with headings? The instruction: Use
- for any list of duties/requirements/benefits. So we should convert those duty sections into list items.
Similarly, "What You’ll Bring to Us" includes Professional Qualifications and Preferred Qualifications, each with bullet-like sentences. We could make a list for Requirements/Qualifications.
Benefits: The Benefits & Perks section includes a paragraph about holidays & PTO etc. Could be list items.
We need to preserve all substantive information, not invent or summarize away detail. So we need to keep the details exactly as given, but we can format them into HTML.
We must not include filler like "commensurate with experience". Not present.
Let's extract content.
First, organization description: "ABOUT PER SCHOLAS: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."
We need to keep that.
Then "Vice President, Curriculum Design & DevelopmentDepartment: Curriculum Solutions Position Title: Vice President, Product Design & Development Reports To: Executive Vice President, Curriculum Solutions Employment Status: Full-Time, Exempt Modality: Remote; must comply with Per Scholas’ office and remote-work policies Travel: 0–10%, as needed and with prior approval"
We should not put Job ID/requisition numbers as headings; we can fold minor metadata into a short
or drop it. This metadata includes Department, Position Title, Reports To, Employment Status, Modality, Travel. We can include them in a paragraph under About the role maybe.
Then "Who We Are Looking For" paragraph: "Per Scholas is seeking a strategic, innovative and outcomes-oriented Vice President of Product Design & Development to lead the design and development of high-quality, market-responsive curriculum products. This leader will oversee the full product-design lifecycle—from discovery and requirements definition through curriculum design, development, quality assurance and launch readiness.The Vice President will ensure that Per Scholas’ curriculum portfolio responds to labor-market intelligence, employer demand, learner needs and emerging industry trends. This individual will lead a multidisciplinary team that may include product managers, product owners, learning-experience designers, curriculum developers, technical subject-matter experts and contractors.The ideal candidate is an experienced product and curriculum leader who understands technical training, workforce development and adult learning. This person must be able to translate organizational strategy into clear roadmaps, measurable product outcomes and scalable learning experiences that support job placement, credential attainment and economic mobility."
Then "What You’ll Do" with subsections.
We need to convert each subsection into list items.
Let's capture each subsection content:
1. 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.
2. 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.
3. 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.
4. 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.
5. 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.
6. 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.
7. 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 "What
for prose. We need to preserve all substantive information, remove boilerplate (cookie/navigation/legal/EEO etc). The posting includes a lot of text about Per Scholas mission etc. That's substantive? It's about the organization, maybe we can include as an "About Per Scholas" section? But headings allowed are only the listed ones. However we could treat "About the role" as a heading and include the description of the role (Who We Are Looking For, What You’ll Do). The organization description could be placed under "About the role" as prose? Or we could create a separate section not in list? The instruction: "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., implying those are examples but we should use those headings when appropriate. It also says "include a section ONLY when the posting has real, specific content for it". So we can include sections like About the role, Responsibilities, Requirements, Qualifications, Benefits. Possibly Skills if there are specific skills listed. There's a list of qualifications etc. We can map.
We need to avoid repeating job title as heading. So no heading for "Vice President, Product Design & Development". Good.
We need to preserve all substantive information: include details about remote work, states eligible, travel 0-10%, etc. That could be part of About the role or Responsibilities? Probably under About the role we can include location eligibility and travel.
We need to remove duplicated lines, cookie/navigation/legal/EEO etc. There's none obvious besides maybe the long mission statement. That's substantive about organization; we could keep as part of About the role or maybe a separate "About Per Scholas" but not in allowed headings. Could we treat it as part of "About the role"? Probably okay.
We need to use - for any list of duties/requirements/benefits. So we need to identify lists.
Responsibilities: The "What You’ll Do" section has multiple bullet-like paragraphs each starting with a bold heading (e.g., 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). Those are not bullet list but headings within responsibilities. We could treat each as a
- under a
for responsibilities. Or we could keep as with headings? The instruction: Use
- for any list of duties/requirements/benefits. So we should convert those duty sections into list items.
Similarly, "What You’ll Bring to Us" includes Professional Qualifications and Preferred Qualifications, each with bullet-like sentences. We could make a list for Requirements/Qualifications.
Benefits: The Benefits & Perks section includes a paragraph about holidays & PTO etc. Could be list items.
We need to preserve all substantive information, not invent or summarize away detail. So we need to keep the details exactly as given, but we can format them into HTML.
We must not include filler like "commensurate with experience". Not present.
Let's extract content.
First, organization description: "ABOUT PER SCHOLAS: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."
We need to keep that.
Then "Vice President, Curriculum Design & DevelopmentDepartment: Curriculum Solutions Position Title: Vice President, Product Design & Development Reports To: Executive Vice President, Curriculum Solutions Employment Status: Full-Time, Exempt Modality: Remote; must comply with Per Scholas’ office and remote-work policies Travel: 0–10%, as needed and with prior approval"
We should not put Job ID/requisition numbers as headings; we can fold minor metadata into a short
or drop it. This metadata includes Department, Position Title, Reports To, Employment Status, Modality, Travel. We can include them in a paragraph under About the role maybe.
Then "Who We Are Looking For" paragraph: "Per Scholas is seeking a strategic, innovative and outcomes-oriented Vice President of Product Design & Development to lead the design and development of high-quality, market-responsive curriculum products. This leader will oversee the full product-design lifecycle—from discovery and requirements definition through curriculum design, development, quality assurance and launch readiness.The Vice President will ensure that Per Scholas’ curriculum portfolio responds to labor-market intelligence, employer demand, learner needs and emerging industry trends. This individual will lead a multidisciplinary team that may include product managers, product owners, learning-experience designers, curriculum developers, technical subject-matter experts and contractors.The ideal candidate is an experienced product and curriculum leader who understands technical training, workforce development and adult learning. This person must be able to translate organizational strategy into clear roadmaps, measurable product outcomes and scalable learning experiences that support job placement, credential attainment and economic mobility."
Then "What You’ll Do" with subsections.
We need to convert each subsection into list items.
Let's capture each subsection content:
1. 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.
2. 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.
3. 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.
4. 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.
5. 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.
6. 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.
7. 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 "What
- for responsibilities. Or we could keep as
- for any list of duties/requirements/benefits. So we should convert those duty sections into list items.
Similarly, "What You’ll Bring to Us" includes Professional Qualifications and Preferred Qualifications, each with bullet-like sentences. We could make a list for Requirements/Qualifications.
Benefits: The Benefits & Perks section includes a paragraph about holidays & PTO etc. Could be list items.
We need to preserve all substantive information, not invent or summarize away detail. So we need to keep the details exactly as given, but we can format them into HTML.
We must not include filler like "commensurate with experience". Not present.
Let's extract content.
First, organization description: "ABOUT PER SCHOLAS: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."
We need to keep that.
Then "Vice President, Curriculum Design & DevelopmentDepartment: Curriculum Solutions Position Title: Vice President, Product Design & Development Reports To: Executive Vice President, Curriculum Solutions Employment Status: Full-Time, Exempt Modality: Remote; must comply with Per Scholas’ office and remote-work policies Travel: 0–10%, as needed and with prior approval"
We should not put Job ID/requisition numbers as headings; we can fold minor metadata into a short
or drop it. This metadata includes Department, Position Title, Reports To, Employment Status, Modality, Travel. We can include them in a paragraph under About the role maybe. Then "Who We Are Looking For" paragraph: "Per Scholas is seeking a strategic, innovative and outcomes-oriented Vice President of Product Design & Development to lead the design and development of high-quality, market-responsive curriculum products. This leader will oversee the full product-design lifecycle—from discovery and requirements definition through curriculum design, development, quality assurance and launch readiness.The Vice President will ensure that Per Scholas’ curriculum portfolio responds to labor-market intelligence, employer demand, learner needs and emerging industry trends. This individual will lead a multidisciplinary team that may include product managers, product owners, learning-experience designers, curriculum developers, technical subject-matter experts and contractors.The ideal candidate is an experienced product and curriculum leader who understands technical training, workforce development and adult learning. This person must be able to translate organizational strategy into clear roadmaps, measurable product outcomes and scalable learning experiences that support job placement, credential attainment and economic mobility." Then "What You’ll Do" with subsections. We need to convert each subsection into list items. Let's capture each subsection content: 1. 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. 2. 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. 3. 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. 4. 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. 5. 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. 6. 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. 7. 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 "What
with headings? The instruction: Use