How many people can answer the question, “What do you do for a living?” with the answer, “I help find cures for cancer.” At Blood Cancer United, employees take our mission seriously. Whether you work in one of our regions, are an accountant at the national office or a specialist in our Information Resource Center, you work each day on making our bold goal a reality: to enable patients with blood cancer to gain more than one million years of life by 2040. Join us and give new meaning to the word, “job.”

Summary: 

The Learning Experience Designer & LMS Specialist builds and manages Blood Cancer United’s self-serve learning ecosystem and learning technologies, enabling scalable delivery across the Talent Development service model. Owns Level-1 service operations (service catalog, intake triage/assignment, SLAs) and the content lifecycle (tagging/metadata, accessibility, QA, release management), partnering with the Programs Pod to convert repeatable components into self-serve assets and to supply collateral for Levels 2–4. Works in close partnership with the enterprise Skills Office to execute taxonomy, tagging, and assessment standards; co-manages the Level-1 backlog and automations that enable self-serve learning at scale. Reporting to the VP Learning & Talent Development, this role creates and maintains Level-1 resources (templates, job aids, microlearning, checklists), supports collateral for higher-level programs, and ensures content quality, accessibility, and alignment with organizational priorities. Success in this role requires strong instructional design, LMS administration, project management, technical design, and innovation in scalable learning delivery.

Performance Metrics:

• Help more people self-serve, faster: Percentage of requests solved with Level 1 resources and average business days from request to publish
• Easy to find and finish: Share of searches on the learning site that lead to launching a resource, plus course completion and pass rates.
• Build once, use often: Percentage of new needs met by reusing or updating existing materials and number of automatic enrollments running correctly
• Reliable, inclusive, and current: Percentage of resources that pass accessibility checks at launch, post-launch issues fixed within five business days, catalog items reviewed or updated in the past twelve months, and required training completed on time.
  

Duties and Responsibilities: 

Learning Systems & Content Management

• Build and maintain Level-1 catalog assets and auto-curated learning paths using authoring tools and vendor platforms.
• Administer LMS platforms (Dayforce, eLoomi) including enrollments, catalogs, tagging, SCORM/xAPI packaging, and QA.
• Manage the course lifecycle, upgrades, integrations, and feature rollouts in partnership with IT, ensuring smooth learner experience.
• Ensure compliance programs are accurate, current, and auditable, with clear completion records. 
• Provide technical and user support, troubleshooting issues and ensuring timely resolution with IT
• Implement automation (rules-based enrollments, reminders/nudges, learning paths) to lift adoption and reduce manual effort.
• Define xAPI/SCORM statement and packaging standards to capture skills signals and completion fidelity.
• Manage a lightweight production bench (contractors/vendors) for peaks, maintaining QA and file standards.

Service Operations & Governance

• Operate the single point of entry for Level-1 and Level-2 requests; triage tickets, set SLAs, and publish service catalog offerings and eligibility.
• Define and enforce metadata/tagging standards (skills tags, keywords, synonyms) to improve search → find → use conversion.
• Own content lifecycle: versioning, archival/deprecation rules, reuse tracking, and release notes.
• Dotted-line to Skills Office for taxonomy adherence, tagging standards, xAPI statement design, and synonym lists; Accountable (R) for execution in LMS/LXP.
• Co-run the Level-1 backlog and weekly triage with Programs and Skills Office; prioritize deflection opportunities.

Learning Design & Development Support

• Convert  and deploy SME content into engaging, accessible self-serve guides, microlearning, and job aids aligned to organizational priorities.
• Build assessments and skills evidence (quizzes, reflections, artifacts) aligned to proficiency targets and program outcomes.
• Support Learning Programs & Facilitation Manager with design evaluation tools, facilitator collateral, and playbooks that support higher-level programs (Levels 2–4).
• Partner with vendors and adjunct facilitators to scale content creation and ensure consistent design quality.

Implementation & Enablement

• Coordinate LMS testing, tagging, and launches for improved search and find-use conversion.
• Provide Level-2 “phone-a-friend” consults (1–3 hrs): template selection, quick edits, and routing guidance; document FAQs and knowledge-base articles.
• Provide Level-2 “phone a friend” consult support and create collateral to reinforce higher-level programs.
• Ensure readiness and logistics for both virtual and in-person learning experiences; maintain facilitator toolkits and templates.
• Feed Level-1 analytics into the Skills Pulse and propose components to decompose into self-serve assets after program pilots.

Evaluation & Reporting

• Develop and deliver dashboards and reports on compliance, adoption, engagement, and NPS.
• Conduct QA reviews of learning assets and recommend enhancements based on analytics and learner feedback.
• Monitor catalog utilization to identify gaps, duplication, and opportunities for automation.
• Publish monthly dashboards covering % demand fulfilled at Level-1, search → find → use conversion, asset reuse rate, time-to-publish, accessibility defect rate, cost/learner (est.), completions, and NPS.
• Run A/B tests on microlearning formats and nudges; recommend improvements based on analytics.

Key Interfaces & RACI:

• Programs Pod: intake triage; collateral requests; conversion of program elements to Level-1 (C/R).
• Skills Lead (inside L&D in Option A): standards for skills tags and proficiency evidence (C/A).
• IT/HRIS: SSO, integrations, upgrades; ticket escalation paths (C/I).
• People Analytics: dashboard build, data quality checks (C).
• Compliance/Legal: records, attestations, audit trails (C/I).

Education & Experience Requirements:  

• Associate’s degree or equivalent experience in Education or Human Resources field is preferred, or equal relevant skill and experience. 
  • Equivalent skills and experience are also acceptable.
• 2-5 years of experience in learning and development, Human Resources, HR systems support or related department. 
• Knowledge and experience of instructional design with success in utilizing and implementing instructional design concepts. 
• Ability to support production and facilitation of learning initiatives to different employee populations. 
• Effectively communicate with team members, instructional designers, subject matter experts and management using excellent interpersonal communication skills.
• Demonstrated excellence in customer service skills, problem-solving skills, and process improvement. 
• High proficiency in MS Office, especially Excel and PowerPoint, with proficiency at learning new related business and communication technologies. 
• Track record in supporting successful training or related programs. 
• Familiar with traditional and modern training processes and technologies.

Physical Demands & Work Environment:

• Physical demands are minimal and typical of similar jobs in comparable organizations 
• Work environment is representative and typical of similar jobs in comparable organizations
• Local travel as appropriate 
• Occasional work some evenings or weekends 

Employee Value Proposition:

As a valued member of Blood Cancer United, you are eligible for a comprehensive benefits package. Our offerings include medical, dental, and vision insurance; life insurance; flexible spending accounts; a 403b retirement plan along with generous paid time off. In addition, we observe federal paid holidays throughout the year, and offer a wellness program and an employee assistance program.

We are excited to share the base pay range for this non-exempt hourly paid position is $28/hr ($52K) to $41/hour (75K). The offered compensation may vary based on factors such as geographic location, business need, market conditions, proficiencies, skills, education, and experience. Additionally, at Blood Cancer United we place a high value on internal pay equity and will consider the current compensation of similarly situated roles and direct team members. Base compensation is only one component of our Total Rewards program, which also includes an annual incentive plan and a competitive benefits package. 

The statements herein are intended to describe the general nature and level of work being performed by employees, and are not to be construed as an exhaustive list of responsibilities, duties, and skills required of employees.  Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the Company.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Disclaimer

Blood Cancer United is an equal employment opportunity employer committed to diversity and inclusion in its workplace. All qualified applicants will receive consideration for employment without regard to sex, gender, gender identity and expression (including transgender status), sexual orientation, pregnancy, age, race, color, creed, national origin/ancestry, citizenship, religion, genetic predisposition or information, physical or veteran status, or any other characteristic protected by law. Blood Cancer United seeks such skilled and qualified individuals to share our mission and where they will join a cohort of others who have chosen to call Blood Cancer United home. Blood Cancer United complies with all applicable laws which prohibit discrimination and harassment in the workplace, and is committed to maintaining a diverse and inclusive environment supportive of all of our employees and the communities we serve.