What are the responsibilities and job description for the Instructional Designer position at Fidelity Bank, NA?
Job Overview: The Organizational Learning & Development team supports the internal educational needs of employees throughout the company. Through instructor led courses, onsite one-on-one training, e-learning, and other tools, this team equips employees with both technical skills and professional development necessary to succeed in their role and grow their career at the bank. Instructional Designers are at the core of the success of this team, responsible for methodically crafting purpose-driven learning experiences which are memorable and impactful
The candidate for this position will be responsible for:
- Designing, developing, and maintaining training content to be delivered through in-person and virtual instructor led courses, self-guided e-learning through the LMS, self-guided e-learning through the documents posted to the intranet, and virtually through WebEx
- Serving as an administrator for the learning management system
- Researching and identifying training trends, new methodologies, technology, and best practices
- Addressing internal customer inquiries via email or phone to the Retail Training support line in a timely and professional manner
Requirements for the position include:
- A high school diploma (or equivalent)
- Strong verbal and written communication skills
- Superior presentation skills
- Proven skills to create training materials and/or programs
- Creative, organized, detail oriented, and self-driven with an ability to prioritize and work independently
- The ability to work flexible and/or late hours as well as the potential for occasional travel
Preferred qualifications for this position include:
- A Bachelor’s Degree in training or related field
- Professional certifications related to training, specifically instructional design
EEO/Veterans/Disabled
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
