• Deliver the value solution of sales skills, process, and SBD’s product offerings by way of application-based training face-to-face and virtually. • Execute a variety of training curriculums. • Drive SALES through Best-in-Class Training events for our customer-facing roles. • Be both a subject matter expert and mentor in the field. • Work as a subject matter expert with the Learning Experience Design team on learning content. • Measure the knowledge increase, behavior change, and business impact of your training and mentoring on the business.

• Assist in developing Business Analysis workshop programming including creating case studies and activity outlines • Enhance LMS content by adding content metadata • Optimize learner experience and prepare for upcoming LMS updates, including design deliverables and communication strategy • Review and edit Flight School videos, maintaining brand and integrating relevant visual cues • Ideate and implement low-budget initiatives to increase engagement with L&D organizationally • Research and compile relevant data reports • Provide recommendations for reporting improvements and strategies to strengthen manager relationships with LMS data

• Recruit, Train, and license foster parents. • Provide pre-service training for potential foster parents. • Assess and evaluate potential foster parents based on state and agency policy. • Guide potential parents through the licensing process and submit all licensing documentation to the state as well as required agency documents. • Ensure foster parents training remains in compliance, provide at least quarterly supervision/assessment, maintain audit ready files. • Work in cooperation with foster care coordinator to provide comprehensive support to help a foster parent maintain placement of children in their homes. • Public speaking and marketing to recruit families. • Assist in locating placements for children, work both independently and with a team.

• Define and own the Learning & Development charter, vision, and multi-year roadmap, aligned with business priorities and the growth strategy. • Position L&D as a strategic lever for performance, engagement, and organizational health. • Establish governance, operating models, and success metrics for all learning initiatives. • Lead OD initiatives, including organizational diagnostics, capability modelling, culture interventions, and change management. • Embed learning into change programs, transformations, and scaling efforts. • Partner with Talent and People teams to align L&D with: - Performance management - Career architecture and progression - Leadership pipeline and succession planning - Key and critical talent development - Design leadership and manager development programs that support current and future capability needs. • Design and scale leadership development programs across levels (new managers, senior leaders, executives). • Build functional and capability programs aligned to business outcomes. • Enable managers as coaches through targeted enablement and toolkits. • Oversee the design of blended learning experiences (VILT, digital, cohort-based, on-the-job). • Ensure adult learning principles, real-world application, and measurable impact are embedded in all programs. • Leverage internal SMEs and external partners strategically. • Own the learning technology ecosystem (LMS/LXP, content platforms, analytics). • Drive adoption of modern, scalable, and AI-enabled learning solutions. • Define and track learning effectiveness using KPIs tied to performance, behavior change, and business results. • Use analytics and feedback loops to continuously refine programs. • Communicate impact and insights to executive stakeholders. • Build, lead, and develop a high-performing L&D team (internal and vendor partners). • Establish clear roles, career paths, and capability standards within the L&D function. • Foster a culture of innovation, experimentation, and excellence.