• Design and structure end-to-end learning programs aligned with business and learner needs. • Create asynchronous training content hosted on our LMS (Simetrik Academy). • Develop clear, structured, and reusable instructional documentation and learning assets. • Facilitate live training sessions and workshops, both virtually and in real time. • Ensure pedagogical quality, consistency, and effectiveness across all learning experiences. • Collaborate with internal stakeholders to translate complex topics into effective learning journeys. • Continuously improve learning content based on feedback, performance metrics, and best practices in instructional design.

Harbor is seeking a Learning and Development Facilitator to join our growing team. This position is responsible for the planning and delivery of training and coaching programs for Harbor ’s Training as a Service (TaaS) Outsourcing clients. The individual will be responsible for designing and delivering curriculum and learning materials in a variety of applications in both traditional print form as well as electronic. To perform this position successfully, it is necessary to collaborate consistently with client leaders, support staff and lawyers, and Harbor program leadership. This is a remote position that can be worked from anywhere in the United States. Responsibilities: Serve as an instructional facilitator by delivering distance learning and in-person courses that support the implementation of new technologies by helping with the “how” aspect of adult learning. Develop or oversee the creation of instructional outlines, quick reference materials, and manuals. Familiarize new hires at TaaS client organizations with the current technology and processes required to be a successful employee within the organization. Use reflection of practice as a form of problem solving to resolve issues, increase awareness of the needs of the adult learner, understand the learning process, and generate opportunities for program engagement. Assist end users in retaining what they learn through practice and leading training initiatives focused on ongoing skill improvement. Collaborate with a client’s internal team in supporting lawyers and staff in using the curriculum offered to analyze their strengths and target areas for improvement. Remain well-informed of new trends and tools in distance learning and technology. Take initiative and pursue her/his own learning that focuses on law firm technology. Serve as a catalyst for change, modeling and facilitating continuous improvement in the use of technology and processes by challenging the status quo, asking questions, and facilitating difficult conversations helping to shape the culture of the company. Qualifications: About Us: Harbor is the preeminent provider of expert services across strategy, legal technology, operations, and intelligence. Our globally integrated team of 800+ strategists, technologists, and specialists navigate alongside our clients – leading law firms, corporations, and their law departments – to provide essential resources and invaluable insights. Anchored in a rich heritage of deep knowledge, steadfast relationships, and mutual respect, our unwavering dedication lies in shaping the future of the legal industry and fostering enduring partnerships within our community and ecosystem. Harbor is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, sexual orientation, gender identity, marital status, civil union status, national origin, ancestry, age, parental status, disabled status, veteran status, or any other legally protected classification, in accordance with applicable law.

• Define and lead the instructional design vision and long-term strategy for K–12 online and digital-first curricula • Ensure curriculum reflects research-based best practices, including constructivist, project-based, and inquiry-driven learning • Establish and evolve instructional frameworks, design standards, and quality benchmarks across the organization • Anticipate trends in K–12 digital learning and translate them into innovative instructional approaches • Lead, mentor, and develop senior and junior instructional designers • Build team capacity through hiring, professional development, and clear performance expectations • Foster a collaborative, mission-driven culture focused on quality, impact, and continuous improvement • Oversee the design and continuous improvement of online lessons, units, and full-course curricula • Ensure alignment with learning objectives and relevant state and/or national standards • Guide assessment strategy to support valid, meaningful measurement of student learning • Ensure instructional content meets expectations for rigor, accessibility, inclusivity, and learner experience • Partner with product, technology, academics and operations teams to align instructional strategy with platform and business goals • Serve as a key instructional voice in organizational decision-making and long-term planning • Translate complex educational and pedagogical goals into scalable digital learning solutions • Support external partnerships as needed, representing Pansophic Learning’s instructional vision.

Role Impact At Last Call, development means talented people build meaningful careers while delivering excellent client work. You'll ensure feedback happens consistently, development opportunities are accessible to everyone, and people understand how to advance. When your work succeeds, people develop continuously and the organization thrives. Key Accountabilities You'll own and be measured on: Performance Development - Manage annual retrospective cycle for all staff - Identify organizational development priorities from retrospective insights - Success indicator: Feedback leads to measurable skill development tracked over time Coaching & Mentoring - Design and manage coaching/mentoring program - Success indicator: High program engagement with measurable skill development outcomes and sustained participant satisfaction Career Pathways - Partner with group leaders to maintain and refine competency frameworks as roles evolve - Ensure frameworks actively guide career progression decisions - Success indicator: Competency frameworks remain current and people progress through visible advancement paths