Compensation
Compensation:
- $105K - $125K (Offers Bonus)
- Essential Responsibilities
- Learning Experience Design
Build and manage the pillar's intake process - applying a performance consulting lens to distinguish learning needs from other gaps before recommending solutions; track priorities, timelines, and solution delivery through closure
Lead project plans to drive key initiatives from concept to implementation and evaluation; coordinate resources, suppliers, communications, and implementation activities to achieve desired outcomes
Develop and curate high-quality, impactful content, experiences, and resources across the pillar's portfolio – includes virtual, in-person, digital, and blended experiences, resources, and performance support tools
- Apply adult learning, behavioral science and modern design principles to all solutions; consult with subject matter experts and stakeholders to address capability needs
- Leverage AI-enabled tools to accelerate development cycles, increase personalization, and maintain quality at scale; bring human judgment to ensure quality and Rowan's voice
- Act as a producer for in-person, online, and blended learning sessions; facilitate working sessions and learning experiences, manage pilots, and build stakeholder alignment
- Set design standards, templates, and quality criteria for all learning content produced by the team
- Enterprise Onboarding Strategy, Program Management & Experience Design
- Own and continuously improve Rowan's enterprise onboarding strategy and new employee experience roadmap; defining success metrics, governance, and standards
Develop and manage a scalable, common onboarding framework through Day 90 that supports rapid growth across a distributed workforce, reinforcing Rowan's culture, Guiding Principles, and ways of working - balance consistency with appropriate flexibility for different roles and locations
Lead onboarding projects from concept through implementation; develop standardized project plans, cross-functional workflows, and operating procedures
Partner with People Operations to ensure design/process includes what they need to coordinate onboarding (e.g. pre-boarding and onboarding activities, workstation assignments, onboarding logistics for office-based employees, workflows in HiBob and other People systems, act as first tier support for routine questions)
Ensure onboarding strategy connects to the broader talent development lifecycle
Build and maintain the full suite of onboarding program components - orientation, learning journeys, job aids, guides, check-ins, connection opportunities, etc.
- Design and facilitate Rowan's new hire Day 1 orientation
- Design and own the new hire feedback system
- Team Onboarding / Hiring Manager Enablement
- Build and maintain Rowan's hiring manager onboarding toolkit; design and deliver hiring manager enablement
- Partner with People Business Partners to identify patterns in hiring manager effectiveness and deploy targeted support
- Across All Workstreams
- Lead or partner in vendor selection and ongoing relationship management, as applicable
Partner with the People Operations Analyst to develop dashboards and success measures. Create, track, and report on success metrics; use data, feedback, and business insights to evaluate effectiveness and continuously improve programs and processes
Continuously scan internal and external trends, identify opportunities for innovation, and champion new approaches that improve development effectiveness, increase adoption, and strengthen organizational capability
LMS/LXP Content Strategy & People Ops Partnership
Serve as the pillar's primary liaison to People Operations for all LMS/LXP needs - translating learning design intent into clear system requirements and ensuring People Ops can effectively configure, administer, and support the platform
Own LMS/LXP content governance - content standards and organization, naming conventions, metadata standards, and quality criteria; partner in LMS/LXP vendor selection and relationship management
- Use the LMS/LXP to enter and manage content and communications; partner with People Ops on enrollments, reporting, and analysis
- Education, Skills, and Experience
- Bachelor's degree in Learning & Development, Instructional/Learning Design, Organizational Development, Human Resources, or related field
- 5–8 years of progressive experience in learning and development, instructional design, or learning experience design
- Demonstrated experience designing end-to-end onboarding programs or significant employee lifecycle initiatives
- Experience facilitating engaging workshops/learning experiences virtually, blended, and in person
- Experience building and scaling programs, frameworks, or processes from the ground up in a high-growth or rapidly evolving hybrid or distributed environment
Strong instructional design skills and content development expertise, including building digital and blended learning, facilitator guides, participant materials, job aids, and toolkits
Demonstrated proficiency with content authoring, visual design, and learning technology tools
Strong consulting and stakeholder management skills, with the ability to diagnose learning needs and determine when learning is part of the solution - and make recommendations for alternative solutions
- Strong project and change management skills, with the ability to manage cross-functional programs and multiple initiatives simultaneously
- Highly organized with the ability to execute with excellence in a fast-paced, high-growth environment
- Clear, direct communicator who can translate complex ideas into engaging, practical content for diverse audiences
- Demonstrated ability to partner across functions with a collaborative and influencing style that builds trust and drives alignment without direct authority
- Grounding in adult learning and behavior science principles, as they apply employee development, behavioral change, and performance improvement
- Ability to analyze data, identify trends, measure solution effectiveness, and translate insights into action using data across multiple sources
- Comfortable working independently, from strategy through execution in an environment where processes may need to be created or evolved
- Highly proficient with HR systems, learning technologies, LMS/LXP platforms, survey tools, and SharePoint
- Preferred Experience and Skills
- Demonstrated AI fluency and practical experience using AI-enabled tools to accelerate content development, improve workflows, personalize learning, or enhance program scalability
- Certification in instructional design, learning and development, or talent development
- Experience leading or supporting LMS/LXP selection and implementation
- Experience working in a COE model where learning design partners with multiple program owners and business SMEs to co-create solutions
- Fueled by Excellence & Collaboration
At Rowan, we are a distributed team united by a common mission to transform data center delivery. Across our two offices, we offer a hybrid work environment supported by teamwork, technology, and in-office gathering time to help you be successful. We are headquartered in downtown Denver, Colorado and have an office in Seattle, Washington. Our team of talented and passionate individuals is spread out across the U.S.
Here to support you
At Rowan, we want to make sure you can do great work. We offer competitive benefits focused on helping you be and achieve your best.
- Hybrid working environment
- Team building and educational opportunities
- Generous benefits package including robust health benefits and a 401(k)-company contribution
Unlimited PTO
- RTD ECO pass or parking reimbursement
- Competitive compensation, bonus, and an incentive plan
- Equal Opportunity Employer
