Instructional Design Manager

📍 Job Overview

Job Title: Instructional Design Manager
Company: U.S. Bank
Location: Minneapolis, MN; Charlotte, NC; Tempe, AZ
Job Type: Full-Time
Category: Learning & Development / Operations
Date Posted: January 07, 2026
Experience Level: 10+ Years
Remote Status: Hybrid (3+ days in office)

🚀 Role Summary

• Lead and mentor a team of instructional designers to create future-ready, engaging learning solutions that drive business objectives and enhance employee capabilities within a large financial institution.
• Champion the adoption of innovative instructional design methodologies, emerging technologies, and data-driven approaches to elevate the effectiveness and scalability of training programs.
• Collaborate closely with diverse stakeholders, including business line management and subject matter experts, to identify learning needs and translate them into dynamic, learner-centered experiences.
• Drive continuous improvement in instructional design practices, fostering a culture of creativity, experimentation, and excellence to maintain a competitive edge in employee development.
• Oversee the design, development, and evaluation of comprehensive training curricula, resources, and programs that support business needs and strategic goals.

📝 Enhancement Note: This role is positioned within the broader operational framework of U.S. Bank, focusing on the critical function of employee enablement through advanced learning and development strategies. The emphasis on "future-ready," "emerging technologies," and "data-driven design" suggests a proactive approach to talent development that is essential for a large, established financial services organization aiming to remain agile and competitive.

📈 Primary Responsibilities

• Lead, coach, and develop a team of instructional designers, fostering a collaborative and innovative environment to produce high-quality learning materials.
• Oversee the end-to-end instructional design process, from needs assessment and curriculum development to delivery, administration, and evaluation of training programs.
• Partner with business lines to identify critical training needs, ensuring learning solutions are aligned with strategic objectives and address specific business challenges.
• Advocate for and integrate emerging technologies and modern instructional methods (e.g., microlearning, gamification, immersive learning) into the learning design process.
• Analyze training program effectiveness by tracking learner satisfaction, proficiency, and impact on job performance, using data to inform design improvements.
• Ensure all training content and materials are current, relevant, and effectively meet the learning requirements of diverse employee audiences.
• Manage multiple projects simultaneously, ensuring timely delivery of high-impact learning solutions within budget and scope.
• Facilitate collaboration with subject matter experts (SMEs) to gather accurate content and ensure the technical and functional relevance of training materials.
• Stay abreast of industry trends, adult learning theories, and best practices in instructional design to continuously elevate the team's capabilities.
• Potentially contribute to the design and development of computer-based training (CBT) programs and e-learning modules.

📝 Enhancement Note: The responsibilities highlight a blend of leadership, strategic thinking, and hands-on oversight. The emphasis on evaluating training impact through metrics like "proficiency testing" and "job performance" indicates a strong focus on measurable results, a hallmark of effective operations management.

🎓 Skills & Qualifications

Education:

• Bachelor's degree in Education, Instructional Design, Learning & Development, Business Administration, or a related field, or equivalent practical work experience.

Experience:

• A minimum of 10 years of progressive experience in instructional design, learning and development, or a closely related field.
• At least 4 years of demonstrated experience in managing and leading teams of instructional designers or learning professionals.
• Proven track record of successfully designing, developing, and implementing impactful training programs within a corporate environment, preferably in financial services.

Required Skills:

• Advanced proficiency in instructional design principles, adult learning theories (e.g., ADDIE, SAM, Bloom's Taxonomy), and learning technology best practices.
• Strong leadership and team management skills, with the ability to mentor, motivate, and guide a team of creative professionals.
• Excellent project management capabilities, including planning, execution, and stakeholder management for complex learning initiatives.
• Superior analytical and problem-solving skills, with the ability to assess learning needs and translate them into effective solutions.
• Exceptional interpersonal, verbal, and written communication skills, with the ability to present complex information clearly and persuasively to various audiences.
• Demonstrated ability to collaborate effectively with cross-functional teams, including business leaders, SMEs, and technology partners.
• Experience with various learning modalities, including instructor-led training (ILT), virtual instructor-led training (VILT), e-learning, and blended learning approaches.
• Proficiency in developing and managing training curricula and learning paths.

Preferred Skills:

• Advanced degree (Master's or Ph.D.) in Instructional Design, Educational Technology, or a related field.
• Direct experience within the financial services industry, understanding its unique regulatory and operational landscapes.
• Expertise in utilizing emerging technologies for learning, such as AR/VR, AI-powered learning platforms, or advanced simulation tools.
• Experience with Learning Management Systems (LMS) administration, content integration, and reporting.
• Familiarity with data analytics and reporting tools to measure learning effectiveness and ROI.
• Strong understanding of change management principles and their application in learning initiatives.

📝 Enhancement Note: The requirement for 10+ years of experience, including 4+ years in management, positions this as a senior leadership role within the L&D function. The preference for financial services experience and understanding of adult learning theory and instructional design principles are critical for success in this complex operational environment.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• A comprehensive portfolio showcasing a range of instructional design projects, demonstrating expertise in various learning modalities and adult learning principles.
• Case studies illustrating successful design and implementation of training programs that led to measurable improvements in employee performance, efficiency, or business outcomes.
• Examples of training materials, including e-learning modules, facilitator guides, participant workbooks, job aids, and performance support tools.
• Documentation of project management processes, including needs analysis, design documentation, development workflows, and evaluation strategies.
• Evidence of incorporating feedback and iterating on designs to optimize learning effectiveness and user experience.

Process Documentation:

• Demonstrated ability to document and optimize instructional design workflows, from initial needs assessment through to final evaluation and iteration.
• Experience in developing and maintaining clear, standardized processes for content creation, quality assurance, and deployment of learning solutions.
• Understanding of how to integrate learning design processes with broader organizational operational processes and technology stacks.
• Ability to articulate the rationale behind chosen instructional design methodologies and their alignment with specific learning objectives and business goals.

📝 Enhancement Note: For a managerial role in instructional design, a portfolio is crucial not just for showcasing individual work but also for demonstrating leadership in process development and team output management. The emphasis should be on how the candidate has structured, improved, and led the creation of impactful learning assets.

💵 Compensation & Benefits

Salary Range:

• The provided salary range for this position is $119,765.00 to $140,900.00 annually. This range reflects figures based on the primary location (Minneapolis, MN) and may differ based on the specific role location (Charlotte, NC, or Tempe, AZ) due to regional cost of living and market variations.

Benefits:

• Comprehensive Healthcare: Medical, dental, and vision insurance plans.
• Life Insurance: Basic term and optional term life insurance coverage.
• Disability Coverage: Short-term and long-term disability insurance.
• Parental Leave: Includes pregnancy disability and parental leave benefits.
• Retirement Savings: 401(k) plan with employer contributions and a pension plan.
• Paid Time Off: Vacation time ranging from two to five weeks based on salary grade and tenure.
• Paid Holidays: Up to 11 paid holiday opportunities per year.
• Adoption Assistance: Support for employees pursuing adoption.
• Sick and Safe Leave: Accrual of one hour for every 30 hours worked, up to 80 hours per calendar year, subject to local laws.
• Incentive and Recognition Programs: Opportunities for performance-based incentives and recognition.
• Equity Stock Purchase: Potential for employee stock purchase plans.

Working Hours:

• This is a full-time position, typically requiring 40 hours per week. The role is hybrid, necessitating at least three days per week working from a U.S. Bank office location. This structure allows for focused work and collaboration while maintaining flexibility.

📝 Enhancement Note: The salary range provided is specific to the Minneapolis location. For Charlotte, NC, and Tempe, AZ, salary ranges typically fall within a similar band but may be adjusted based on local market data. For Minneapolis, the median salary for an Instructional Design Manager is approximately $125,000-$135,000, aligning with the provided range. Cost of living in Charlotte is slightly lower than Minneapolis, while Tempe's is comparable or slightly higher depending on specific metrics. The benefits package is robust, typical for a large financial institution, supporting employee well-being and financial security.

🎯 Team & Company Context

🏢 Company Culture

Industry: Financial Services. U.S. Bank operates within a highly regulated and competitive industry, emphasizing stability, trust, security, and customer service. This context means that training solutions must be robust, compliant, and focused on delivering consistent, high-quality customer experiences and operational integrity. Company Size: U.S. Bank is a large, well-established financial institution, indicated by its extensive employee base and numerous locations. This scale suggests a structured environment with established processes but also opportunities for significant impact and career growth within a large operational framework. Founded: U.S. Bank has a long history, founded in 1863. This legacy implies a deep-rooted culture, a commitment to long-term stability, and a strong foundation in traditional banking practices, while also needing to adapt to modern digital and financial technology trends.

Team Structure:

• The Instructional Design team likely operates within a broader Learning & Development (L&D) or Human Resources department, reporting up through a Director or VP of L&D.
• This Manager will lead a team of instructional designers, potentially with specialized roles (e.g., e-learning specialists, curriculum developers).
• Close collaboration is expected with other L&D functions (e.g., training delivery, learning technology specialists), as well as with business line leaders, HR business partners, and IT departments to ensure learning solutions are integrated and effective.

Methodology:

• U.S. Bank likely employs a blend of structured and agile methodologies for learning development, balancing the need for rigorous compliance and process adherence with the demand for rapid deployment of new training.
• A data-driven approach is emphasized, requiring the team to measure the effectiveness of learning interventions and use insights to refine designs and strategies.
• Collaboration and feedback loops are critical, involving SMEs and stakeholders throughout the design and development lifecycle.

Company Website: https://www.usbank.com/

📝 Enhancement Note: Understanding U.S. Bank's position as a large, established financial institution is key. This means the operations environment will be mature, likely with established compliance frameworks and a focus on risk management. The Instructional Design Manager will need to navigate these complexities while driving innovation in learning.

📈 Career & Growth Analysis

Operations Career Level: This role represents a senior management position within the Learning & Development operations. It's a critical leadership role focused on shaping the learning strategy and capabilities that underpin the bank's operational efficiency and employee effectiveness. The scope includes managing a team, influencing strategic direction, and driving innovation in a core operational support function.

Reporting Structure: The Instructional Design Manager will typically report to a Director or Vice President of Learning & Development or Talent Management. They will manage a team of Instructional Designers and potentially other learning specialists. This position requires collaboration with various business units and functional leaders across the bank.

Operations Impact: The impact of this role is significant, directly influencing the effectiveness and efficiency of thousands of employees across the bank. By creating high-quality, relevant, and engaging training, this role contributes to:

• Improved operational performance and reduced errors.
• Enhanced employee skills and career development, leading to higher retention.
• Successful adoption of new processes, technologies, and regulatory changes.
• A stronger customer experience driven by well-trained frontline staff.
• Cost savings through efficient training delivery and reduced need for remedial training.

Growth Opportunities:

• Leadership Advancement: Potential to move into Director-level roles within L&D or Talent Management, overseeing larger teams or broader functional areas.
• Strategic Specialization: Opportunity to specialize in areas like digital learning transformation, learning analytics, or specific industry compliance training.
• Cross-Functional Mobility: Potential to move into related operational roles within HR, project management, or business process improvement, leveraging a deep understanding of organizational enablement.
• Industry Expertise: Develop deep expertise in financial services learning and development, becoming a sought-after professional in the field.
• Continuous Learning: Access to U.S. Bank's extensive learning resources for personal and professional development, including leadership training and certifications.

📝 Enhancement Note: This role offers a clear path for growth within a large organization. The combination of leadership, strategic impact, and opportunities for specialization makes it an attractive position for experienced L&D professionals looking to advance their careers in an operations-critical function.

🌐 Work Environment

Office Type: This is a hybrid role, requiring the employee to work from a designated U.S. Bank office location three or more days per week. This indicates a structured work environment that values in-person collaboration and team presence, balanced with flexibility.

Office Location(s): The role is available in Minneapolis, MN; Charlotte, NC; and Tempe, AZ. These are major hubs for U.S. Bank, suggesting well-equipped facilities with modern office infrastructure.

Workspace Context:

• Collaborative Environment: The hybrid model and emphasis on stakeholder collaboration suggest an office environment that facilitates team meetings, brainstorming sessions, and cross-functional discussions.
• Technology Access: Employees will have access to standard corporate IT infrastructure, including necessary hardware, software, and network connectivity to perform their roles and utilize learning development tools.
• Team Interaction: Opportunities for direct interaction with the instructional design team, L&D colleagues, and business partners will be abundant during in-office days, fostering strong working relationships and knowledge sharing.

Work Schedule: The standard 40-hour work week, combined with the hybrid model, offers a predictable structure. While core hours will likely be established, there may be flexibility in start and end times, provided business needs and collaboration requirements are met. This structure supports the need for focused work on design projects while allowing for participation in team activities and meetings.

📝 Enhancement Note: The hybrid work arrangement is a key detail for operations professionals. It signifies a balance between focused individual work and collaborative team engagement, which is often beneficial for complex problem-solving and strategic planning inherent in L&D operations.

📄 Application & Portfolio Review Process

Interview Process:

• Initial Screening: A recruiter will likely conduct an initial phone screen to assess basic qualifications, experience, and alignment with the role's core requirements.
• Hiring Manager Interview: A more in-depth conversation with the Hiring Manager focusing on leadership style, strategic thinking, team management experience, and understanding of instructional design principles.
• Portfolio Review & Presentation: Candidates will be asked to present a selection of their best work from their portfolio. This is a critical step where they'll explain their design process, rationale, challenges, and outcomes, demonstrating their expertise and impact.
• Team/Stakeholder Interviews: Interviews with key stakeholders, including other L&D professionals, business leaders, or potential team members, to assess collaboration skills, cultural fit, and ability to influence.
• Final Interview: Potentially a final interview with a senior leader (e.g., VP of L&D) to discuss strategic vision and overall fit for the organization.

Portfolio Review Tips:

• Curate Strategically: Select 3-5 diverse projects that best showcase your leadership in instructional design, team management, and strategic impact. Include examples of both successful and challenging projects, highlighting lessons learned.
• Focus on Impact: For each project, clearly articulate the business problem, the learning objectives, your design approach, the technologies/methodologies used, and most importantly, the measurable outcomes and ROI. Quantify results whenever possible.
• Demonstrate Leadership: Highlight projects where you led a team, mentored designers, or significantly influenced the design process or strategy.
• Structure Your Presentation: Create a clear narrative for each case study. Use visuals effectively and be prepared to answer detailed questions about your process, decision-making, and challenges.
• Tailor to U.S. Bank: If possible, demonstrate an understanding of the financial services industry and how your approach would benefit a large bank like U.S. Bank.

Challenge Preparation:

• Be prepared for behavioral questions assessing leadership, problem-solving, conflict resolution, and change management.
• Anticipate questions about your philosophy on adult learning, emerging instructional technologies, and measuring training effectiveness.
• Practice articulating complex concepts clearly and concisely, as if explaining them to a non-expert stakeholder.
• Have specific examples ready from your experience to support your answers, especially those demonstrating your leadership and strategic impact.

📝 Enhancement Note: The portfolio review is paramount for this role. Candidates should prepare to not only present their work but to articulate their leadership philosophy and strategic vision for instructional design within a large, complex organization like U.S. Bank.

🛠 Tools & Technology Stack

Primary Tools:

• Learning Management Systems (LMS): Experience with enterprise-level LMS platforms for content deployment, user management, and reporting (e.g., Workday Learning, Cornerstone OnDemand, SAP SuccessFactors).
• Authoring Tools: Proficiency in industry-standard e-learning development tools such as Articulate Storyline, Adobe Captivate, or similar software for creating interactive content.
• Multimedia Tools: Familiarity with video editing software (e.g., Camtasia, Adobe Premiere Pro) and graphic design tools (e.g., Adobe Photoshop, Illustrator) for enhancing learning materials.
• Collaboration Platforms: Proficiency with tools like Microsoft Teams, Slack, or similar for team communication, project collaboration, and virtual meetings.

Analytics & Reporting:

• Learning Analytics Tools: Ability to interpret data from LMS and other sources to analyze learning effectiveness, user engagement, and ROI.
• Reporting Software: Experience using reporting features within LMS or dedicated BI tools (e.g., Tableau, Power BI) to create insightful dashboards and reports for stakeholders.
• Survey Tools: Familiarity with tools like SurveyMonkey or Qualtrics for collecting learner feedback and satisfaction data.

CRM & Automation:

• While not directly managing CRM, an understanding of how learning solutions support CRM-related functions (e.g., sales training, customer service protocols) is beneficial.
• Awareness of workflow automation tools (e.g., Zapier, Microsoft Power Automate) might be relevant for streamlining L&D processes or integrating learning platforms.

📝 Enhancement Note: For an Instructional Design Manager, proficiency is expected in a range of authoring tools and LMS platforms. The ability to leverage data analytics to demonstrate the impact and efficiency of learning programs is increasingly critical.

👥 Team Culture & Values

Operations Values:

• Customer Focus: Ensuring all learning solutions are designed with the end-user (employee) and ultimately the bank's customers in mind, aiming to improve service and outcomes.
• Integrity & Trust: Upholding high ethical standards in all design and development processes, ensuring accuracy, compliance, and reliability of training content, especially critical in the financial sector.
• Innovation & Agility: Encouraging the exploration and adoption of new learning technologies and methodologies to keep pace with industry changes and employee needs, while balancing with established processes.
• Excellence & Quality: A commitment to delivering high-quality, impactful learning experiences that meet rigorous standards and drive desired performance improvements.
• Collaboration & Teamwork: Fostering a supportive and collaborative environment where team members share knowledge, provide constructive feedback, and work together to achieve common goals.

Collaboration Style:

• Cross-Functional Integration: Actively seeking partnerships with business units, IT, compliance, and other HR functions to ensure learning initiatives are aligned and integrated with broader organizational strategies.
• Feedback-Driven Improvement: Establishing mechanisms for regular feedback from learners, stakeholders, and SMEs to continuously refine and improve training programs.
• Knowledge Sharing: Promoting a culture of sharing best practices, insights, and lessons learned among the instructional design team and across L&D.

📝 Enhancement Note: The values of integrity, trust, and customer focus are paramount in a financial institution. The Instructional Design Manager must ensure that all learning initiatives not only enhance skills but also reinforce these core organizational values and compliance requirements.

⚡ Challenges & Growth Opportunities

Challenges:

• Balancing Innovation with Compliance: Integrating cutting-edge instructional design methods and technologies while adhering to strict financial industry regulations and internal policies.
• Scaling Learning Solutions: Developing and deploying effective, consistent learning programs across a large, geographically dispersed workforce with diverse roles and needs.
• Measuring Impact and ROI: Quantifying the effectiveness and return on investment of learning initiatives in a complex organizational structure, demonstrating tangible business value.
• Managing Stakeholder Expectations: Aligning diverse stakeholder needs and priorities, ensuring buy-in and support for learning strategies and projects.
• Keeping Pace with Technology: Continuously evaluating and adopting new learning technologies and platforms to maintain relevance and engagement.

Learning & Development Opportunities:

• Leadership Development Programs: Access to U.S. Bank's internal leadership training, executive coaching, and mentorship opportunities.
• Industry Certifications & Conferences: Support for obtaining relevant certifications (e.g., CPTD) and attending leading L&D and instructional design conferences.
• Specialized Training: Opportunities to deep-dive into areas like learning analytics, AI in learning, UX design for learning, or specific financial industry compliance training.
• Cross-Functional Projects: Involvement in projects that expose the individual to other operational areas of the bank, broadening their business acumen.

📝 Enhancement Note: The challenges highlight the dynamic nature of L&D operations within a large, regulated industry. Successfully navigating these requires strong strategic thinking, adaptability, and a commitment to continuous learning and process improvement.

💡 Interview Preparation

Strategy Questions:

• "Describe your philosophy on creating future-ready learning solutions for a large financial institution. What key trends are you watching, and how would you integrate them into our L&D strategy?"
• "How do you balance the need for innovation in instructional design with the rigorous compliance requirements of the banking industry? Provide a specific example."
• "Walk me through your process for assessing learning needs and translating them into measurable training outcomes. How do you ensure alignment with business objectives?"
• "How would you foster a culture of continuous improvement and experimentation within an instructional design team?"

Company & Culture Questions:

• "What do you know about U.S. Bank's current learning and development initiatives, and where do you see opportunities for improvement?"
• "How do you ensure your team's work aligns with U.S. Bank's values of integrity, trust, and customer focus?"
• "Describe your experience working in a hybrid or heavily regulated corporate environment. What are the unique challenges and how do you navigate them?"

Portfolio Presentation Strategy:

• Structure: Begin with an overview of your leadership philosophy and your approach to team management. Then, present 2-3 key projects, dedicating 5-7 minutes to each.
• Content per Project: For each project, clearly state the problem, your role, the solution/design, the process, the challenges, and the measurable results (use metrics!).
• Interactivity: Be prepared to answer detailed questions about your design choices, technology selection, and leadership decisions. Engage the interviewers by asking clarifying questions.
• Focus on Management: Emphasize how you led the team, managed resources, and ensured quality and timeliness, rather than focusing solely on individual design contributions.

📝 Enhancement Note: Candidates should prepare to articulate their strategic vision for L&D within a financial services context, demonstrate their leadership capabilities, and present a portfolio that clearly shows measurable impact and process maturity.

📌 Application Steps

To apply for this Instructional Design Manager position:

• Submit your application through the U.S. Bank Careers portal via the provided link.
• Portfolio Preparation: Curate a portfolio that highlights your leadership in instructional design, team management, and successful project outcomes. Focus on case studies with measurable results and diverse learning modalities.
• Resume Optimization: Tailor your resume to emphasize your management experience, strategic contributions, knowledge of adult learning theory, and proficiency with learning technologies, using keywords from the job description.
• Interview Preparation: Practice answering behavioral and situational questions, prepare your portfolio presentation with a focus on impact and leadership, and research U.S. Bank's mission, values, and recent initiatives.
• Company Research: Gain a deep understanding of U.S. Bank's business, its position in the financial services industry, its commitment to employees, and its approach to learning and development.

⚠️ Important Notice: This enhanced job description includes AI-generated insights and operations industry-standard assumptions. All details should be verified directly with the hiring organization before making application decisions.

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