Instructional Designer

What You’ll Do

• Learning Design and Curriculum Development

• Design and develop learning programs, courses, job aids, facilitator guides, checklists, certifications, and practical tools that support field and support-center roles.

• Translate SOPs, processes, technical information, and business priorities into clear training that people can understand and apply on the job.

• Build learning that is simple, visual, structured, and practical for a fast-paced, hourly, multi-site workforce.

• Use instructional design principles to create training that supports retention, behavior change, consistency, and measurable execution.

• Field Partnership and Content Accuracy

• Partner with subject matter experts in Operations, Maintenance, Safety, HR, Payroll, Benefits, IT, Marketing, and other functions to ensure content is accurate and useful.

• Validate training materials against real-world site conditions, equipment, workflows, leader routines, and employee questions.

• Gather feedback from Market Trainers, field leaders, and learners to identify what is working, what is confusing, and what needs to be improved.

• Keep materials current as procedures, systems, equipment, policies, and business priorities change.

Learning Tools, Systems, and Measurement

• Develop content for learning platforms, certification programs, digital modules, classroom sessions, field guides, and manager-led training routines.

• Organize content so leaders and learners can find what they need quickly and understand how each resource should be used.

• Support training documentation, version control, completion tracking, and reporting in partnership with Training leadership and HR systems partners.

• Use feedback, completion data, field observations, and performance trends to improve learning effectiveness over time.

• Program Support and Continuous Improvement

• Support onboarding, role certification, new site openings, acquisition integration, system rollouts, leadership development, safety training, and operational change initiatives.

• Bring a learner’s eye and a field operator’s practicality to every program. If the training is too hard to use, it will not stick.

• Identify gaps in content, sequencing, communication, or reinforcement and bring clear recommendations forward.

• Help simplify complex information so leaders can teach it consistently and team members can act on it confidently.

• Manage and optimize the learning management system, ensuring courses, assignments, completions, reporting, and user access are accurate, organized, and easy for leaders and learners to use.

Where you Lead, Shape & Escalate

Lead:

Instructional design, curriculum development, job aids, course materials, certification tools, learning documentation, and content updates.

Shape:

Learning strategy, training standards, field adoption, content structure, learner experience, manager-led training routines, and how complex work gets translated into practical tools.

Escalate:

Content gaps that affect safety, compliance, guest experience, equipment uptime, process accuracy, new site readiness, learner adoption, or field execution.

What We’re Looking For

• We are looking for a learning designer who can make the complex simple and the standard easy to execute.

• 3 to 5 or more years of instructional design, learning and development, training development, enablement, or curriculum design experience.

• Experience creating training for frontline, field, hourly, operations, maintenance, retail, restaurant, service, or multi-site environments preferred.

• Strong ability to translate technical or operational information into clear, practical, learner-friendly materials.

• Experience with authoring tools, learning platforms, presentation tools, job aids, visual design, or multimedia learning development (i.e. Docebo, Articulate and Camtashia).

• Organized, detail-oriented, collaborative, and comfortable managing multiple projects with changing priorities.

• Curious enough to ask better questions and practical enough to build tools people will actually use.

The standard only scales when people can learn it, practice it, and repeat it. If you are ready to build learning that strengthens execution, supports the field, and helps Whistle grow with consistency, we want to hear from you.