LEARNING & DEVELOPMENT SPECIALIST (ADMIN CENTER - TRAVERSE CITY) in Traverse City, Michigan at 4Front Credit Union

Learning & Development Specialist

4Front Credit Union | Culture | Exempt

This position is not eligible for immigration sponsorship.

This role is not eligible for full remote work. This role is expected in office Tuesday - Thursday.

Salary Range: $57,900 - $73,400

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About 4Front Credit Union

At 4Front, we are more than a financial institution — we are a community partner, a trusted advisor, and a team committed to helping our members achieve their financial dreams.

We believe in:

• Building authentic relationships
• Investing in the growth and success of our team members
• Creating a culture of continuous learning, collaboration, and innovation
• Empowering employees to deliver exceptional service and meaningful member experiences

Our team members live our credit union philosophy every day — people helping people.

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Why Join 4Front?

We care deeply about our team. When you join 4Front, you can expect:

• Competitive pay
• Comprehensive medical, dental, and vision insurance
• Generous PTO and paid holidays
• 401(k) with employer match
• Tuition reimbursement and professional development opportunities
• Career growth pathways within a collaborative and supportive organization
• Opportunities to make a meaningful impact by helping employees learn, grow, and succeed

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Reporting Structure

• Reports to: Chief Culture Officer (CCO)
• Supervises: None

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Position Purpose

The Learning & Development Specialist designs, delivers, and continuously improves learning experiences that strengthen employee performance, support professional growth, and advance organizational success. This role partners with leaders throughout the credit union to identify development opportunities, build engaging learning solutions, and cultivate a culture of continuous learning. The position oversees onboarding, leadership development, compliance education, and learning technologies while ensuring employees have the knowledge, skills, and confidence needed to deliver exceptional member service. Through collaboration, instructional expertise, and innovative learning strategies, this role helps develop people, strengthen organizational capability, and support the long-term success of both employees and the credit union.

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What You'll Do

Learning Strategy & Program Development

• Design, develop, and continuously improve instructor-led, virtual, hybrid, and e-learning programs
• Create engaging learning materials including facilitator guides, participant workbooks, job aids, videos, and digital learning resources
• Maintain learning curriculum across departments and job families to support organizational growth
• Ensure learning solutions align with organizational values, strategic initiatives, and industry best practices
• Evaluate emerging learning technologies and instructional methods that enhance employee development

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Training Facilitation & Performance Development

• Facilitate engaging classroom, virtual, and hybrid learning experiences for employees and leaders
• Deliver training related to leadership development, communication, operational procedures, products and services, and regulatory requirements
• Coach employees and leaders to reinforce learning, improve performance, and encourage continuous development
• Foster an engaging learning environment that promotes participation, collaboration, and knowledge retention

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Onboarding & Employee Experience

• Design and facilitate an engaging onboarding experience that prepares new employees for long-term success
• Coordinate new hire orientation, required compliance training, and role-specific learning plans
• Partner with Human Resources, department leaders, and subject matter experts to continuously improve onboarding experiences
• Maintain onboarding resources, reference materials, and learning documentation that reflect current organizational practices
• Monitor onboarding effectiveness and implement improvements based on employee feedback and performance outcomes

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Leadership & Talent Development

• Support leadership development initiatives that strengthen supervisory and management capabilities
• Coordinate coaching, mentoring, and succession planning programs
• Assist leaders in identifying development opportunities for current and future talent
• Promote career growth and continuous professional development throughout the organization

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Learning Technology & Administration

• Administer the Learning Management System (LMS) and related learning technologies
• Assign, monitor, and report on learning activities and training completion
• Maintain employee learning records and digital learning content
• Troubleshoot LMS issues and support employees and leaders using learning systems
• Continuously evaluate opportunities to improve the learning technology experience

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Compliance & Regulatory Learning

• Coordinate annual compliance training and required regulatory education programs
• Partner with Compliance and Risk Management to ensure learning content remains accurate and current
• Monitor completion of required training and maintain documentation for audits and examinations
• Support organizational readiness by ensuring employees receive timely regulatory education

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Learning Evaluation & Continuous Improvement

• Assess learning effectiveness through surveys, assessments, observations, and organizational performance metrics
• Analyze participation, completion, engagement, and learning outcomes to identify improvement opportunities
• Prepare reports related to learning effectiveness, ROI, and organizational development initiatives
• Recommend enhancements that improve employee development and organizational performance

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Operational Excellence

• Build strong collaborative relationships across all departments and leadership levels
• Manage multiple projects, priorities, and learning initiatives effectively
• Maintain organized documentation and project timelines
• Contribute to a culture of innovation, continuous improvement, and employee engagement
• Support organizational initiatives that strengthen culture and employee development

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What Success Looks Like

• Employees experience engaging, meaningful learning opportunities that support professional growth
• Onboarding programs prepare new employees for long-term success and organizational integration
• Leadership development initiatives strengthen internal leadership capabilities
• Compliance training remains current, complete, and audit-ready
• Learning programs demonstrate measurable improvements in employee performance and organizational effectiveness
• Employees actively engage in professional development opportunities and continuous learning
• Learning initiatives align with organizational goals and support a strong culture of growth and development

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Qualifications

Education

Bachelor's degree in Human Resources, Organizational Development, Education, Business Administration, Communications, or a related field preferred.

Equivalent combinations of education and experience may be considered.

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Experience

• 3–5 years of experience in learning and development, training, organizational development, or adult education
• Experience developing instructor-led, hybrid, virtual, and e-learning programs
• Experience administering Learning Management Systems (LMS)
• Financial institution or other regulated industry experience preferred

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Knowledge & Skills

• Strong understanding of adult learning principles and instructional design methodologies
• Excellent facilitation, presentation, and communication skills
• Strong project management and organizational abilities
• Ability to build trusted relationships across all levels of the organization
• Experience with learning technologies, virtual learning platforms, and digital engagement tools
• Ability to analyze learning data and measure organizational impact
• Strong attention to detail and ability to manage multiple priorities
• Creative, collaborative, and continuous improvement mindset
• Commitment to confidentiality, professionalism, and exceptional internal service

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Preferred Certifications

• ATD Certified Professional in Talent Development (CPTD)
• Certified Professional in Learning and Performance (CPLP) or equivalent
• Certified Credit Union Facilitator (CCUF)
• SHRM-CP or SHRM-SCP
• Instructional Design certification preferred

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Physical & Work Environment

• Primarily office environment with occasional travel to branch locations
• Ability to present to groups both in person and virtually
• Frequent computer and presentation technology use
• Occasional lifting of training materials and equipment up to 25 pounds
• Hybrid work arrangements may be available based on business needs

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Compliance Commitment

This role requires adherence to organizational policies related to:

• Bank Secrecy Act (BSA) and Anti-Money Laundering (AML) training requirements
• Fair Lending, UDAAP, Information Security, and Privacy regulations
• Organizational policies and employee development standards
• Confidential handling of employee information and learning records

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Additional Expectations

• Assumes responsibility for tasks and duties as assigned.

This job description is not intended to be all-inclusive. Additional duties may be assigned as needed.

INTENT AND FUNCTION OF JOB DESCRIPTIONS

Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well-constructed job descriptions are an integral part of any effective compensation system.

All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate.

In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.

Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.