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Learning Experience Manager
TaskUs
Chandler, USA
Full-time
Senior · 5+ years experience
Onsite
USD 65000-80000 yearly / year
Discovered 1 weeks ago
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- Maintain a training Schedule for respective assigned sites and/or GEOs: this is to be worked on daily to ensure transparency with other departments.
- Update all spreadsheets for rosters for assigned sites and/or GEOs: this is to be worked on daily, as employees are added or deleted.
- Create seats for new learning experience staff: this includes updated job descriptions, duties, and pay ranges.
- Interview for new learning experience staff: this should include interview questions regarding skillset and culture.
- Onboard learning experience staff: complete overview of TaskUs culture and job expectations.
- Set job expectations with learning experience staff: this includes all policies and procedures for training staff.
- Grade learning experience staff on training skill sets: this is where the KPIs are assessed and measured.
- Develop learning experience staff and Leadership with education and certifications: in the area of continued education, trainers are expected to complete required certifications.
- Observe learning experience staff during training classes: to maintain excellence in their performance, observations and evaluations will be conducted on a regular basis.
- Provide effective coaching and feedback for the development of learning experience staff.
- Provide KPIs and standards for each quarter for learning experience staff: this will include quarterly performance evaluations and goal setting.
- Provide tools/resources to assist in excellent training material creation: give access to all resources to maintain job function.
- Document information on each learning experience staff member: maintain electronic records for each learning experience leader.
- Receive and analyze training evaluation forms for each class: identify trends and patterns to help improve the training department, reduce speed to proficiency targets and give high-quality feedback to clients to drive continuous improvement.
- Create and maintain training methodologies for the learning experience department: find innovative ways to enhance the training experience.
- Develop training courses to further educate current employees: to further educate our employees for their own respective growth and development.
- Maintain strong communication with Recruiting and Operations: co-create a strong cycle from pipeline to production, closed-loop feedback cycles on trainees' performance to improve candidate profile.
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