Edtech.com's Summary

HOPE is hiring a Learning and Development Specialist - Sales and Service. This role focuses on developing and facilitating training programs to enhance sales employees' skills and knowledge, collaborating with various departments to align programs with company goals. Responsibilities include designing engaging training content, delivering programs in multiple formats, and analyzing performance data to refine training strategies.

Highlights

Develop and implement sales and service training programs.
Create training materials including presentations and e-learning modules.
Facilitate in-person, virtual, and blended training sessions.
Analyze sales data to identify training needs and improvement areas.
Requires knowledge of Microsoft Office, Articulate360, and Canva.
Minimum of 6 years in relevant roles; travel up to 50%.
Includes comprehensive benefits like 401(k) match and tuition reimbursement.
Bachelor’s degree preferred in related fields.

Learning and Development Specialist – Sales and Service Full Description

Full-Time

Hybrid

Corporate

Jackson, MS 39202, USA

Description

Learning and Development Specialist – Sales and Service

The Learning and Development Specialist will primarily be responsible for developing, designing, and facilitating sales and service training programs to enhance the skills and knowledge of our sales employees. Reporting to the Assistant Vice President of Learning and Development Manager, this role will collaborate closely with various other departments to identify training needs and create customized programs that align with our company's objectives.

Title: Learning and Development Specialist – Sales and Service

Department: Human Assets

Reports To: Assistant Vice President, Learning and Development Manager

Supervises: N/A

Job Classification: Exempt, Full-time

HOPE (Hope Enterprise Corporation, Hope Credit Union and Hope Policy Institute) provides financial services; leverages resources; and engages in advocacy that strengthens the financial health and wealth of people in under-resourced Deep South communities. Since 1994, these efforts have benefitted more than three million people in Alabama, Arkansas, Louisiana, Mississippi and Tennessee, and influenced billions in persistent poverty communities across the nation. Learn more at https://www.hopecu.org

Responsibilities

· Supports Strengthening HOPE Initiative that values an organizational culture for open communication, innovation, associate engagement, and other traits that contribute to collaboration and high performance.

· Design and implement training programs focused on sales techniques, service excellence, and relationship management.

· Create engaging and practical training materials, including presentations, role-playing scenarios, and e-learning modules.

· Ensure training content reflects the credit union’s products, services, policies, and compliance requirements.

· Facilitate training sessions for new hires and existing employees across various roles and levels.

· Deliver training in multiple formats, including in-person, virtual, and blended learning environments.

· Use interactive and experiential learning techniques to enhance engagement and knowledge retention.

· Partner with branch and department managers to identify skill gaps and provide targeted coaching to employees.

· Conduct one-on-one and group coaching sessions to reinforce training and improve sales and service performance.

· Observe employee interactions with members and provide constructive feedback to elevate service quality and sales effectiveness.

· Maintain accurate records of training sessions, attendance, and evaluation results.

· Establish metrics to evaluate the effectiveness of training programs and their impact on employee performance.

· Analyze sales and service data to identify trends, training needs, and areas for improvement.

· Provide regular reports to leadership with insights and recommendations for continuous development.

· Work closely with sales, marketing, and member services teams to ensure alignment between training programs and organizational goals.

· Collaborate with compliance and operations teams to incorporate regulatory updates into training materials.

· Act as a resource for employees and managers, offering guidance on best practices for achieving sales and service excellence.

· Stay informed about industry trends, sales and service strategies, products and services of our various departments, and training methodologies.

· Gather feedback from employees and managers to refine training content and delivery methods.

· Develop innovative approaches to enhance the learning experience and drive performance improvement.

· Other duties as assigned

Qualifications

· Required

· Minimum of 6 years of relevant experience in training, sales, or customer service roles, within the financial services or credit union industry

· Willingness and ability to travel up to 50%

· Preferred

· Bachelor’s degree in Business, Education, Human Resources, or a related field preferred

· Experience in creating and facilitating training programs for diverse audiences.

· Working knowledge of Microsoft Word, Power Point, Excel, Articulate360, and Canva.

· In-depth knowledge of credit union products, services, and member experience standards.

Key Competencies & Skills

· Detail-oriented, organized, and able to manage multiple projects simultaneously.

· Accountability – Accepting responsibility that results in anticipation/prevention of problem areas from actions, and problem solving inside and outside the department/organization.

· Continuous Learning - Actively and continuously gaining insight of strengths and weaknesses to identify the relevant areas that need further development (with regard to skills and knowledge) and acting up on it.

· Organizational Awareness - Having and using knowledge of systems, situations, procedures, and culture inside the organization to identify potential problems and opportunities; perceiving the impact and the implications of decisions on other components of the organization.

· Functional Expertise and Usage – Acquiring and applying functional knowledge in an area of specialty that is not technical (for example, Sales, Finance, and Human Resources Management)

· Results Orientation - Being persistent and showing perseverance on achieving concrete and tangible results out of personal responsibility; getting optimum results from situations and being ready to act and show tenacity in case of obstacles or resistance.

· Problem Solving – Having the ability to identify problems and issues of varying complexities and to find effective solutions with few guidelines.

· Outstanding facilitation and presentation skills, with the ability to engage and inspire learners effectively.

· Proficiency in utilizing Learning Management Systems (LMS), virtual training platforms, and Microsoft Office Suite.

· Strong interpersonal, communication, and coaching abilities.

· Skilled in analyzing performance data and translating insights into actionable training strategies.

Work Environment

Fast-paced, deadline-driven atmosphere requiring adaptability and multitasking.
Hybrid/Remote: May require a combination of in-person and virtual training sessions.

Comprehensive Benefits Package

· Paid Vacation and Sick Time

· 11 Paid Holidays

· 401(k) with Company Match

· Medical, Dental, and Vision Benefits

· Flexible Spending Account (FSA)

· Disability Benefits

· Life Insurance, Critical Illness, Accident

· Employee Assistance Program (EAP)

· Tuition Reimbursement, Professional Development

We are an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Original Job Description