Learning Design Consultant (Designer Instrucional II)

📍 Job Overview

Job Title: Learning Design Consultant (Instructional Designer II)

Company: ADP

Location: Rua Joao de Tibirica, 1112, São Paulo, São Paulo, Brazil

Job Type: Permanent-Full-Time

Category: Learning & Development / Operations

Date Posted: 2025-10-14

Experience Level: Mid-Level (2-5 years)

Remote Status: Remote Friendly (Hybrid potential with office location in São Paulo)

🚀 Role Summary

• Drive the creation of innovative, engaging, and efficient learning solutions that align with ADP's learning design standards and tools.

• Conduct comprehensive needs assessments across diverse business lines to identify critical learning gaps and opportunities for associate and client development.

• Implement agile design and development methodologies to ensure flexibility and responsiveness to evolving business requirements and project demands.

• Measure and analyze the impact of learning solutions, ensuring they achieve intended business outcomes and contribute to client success.

• Foster a culture of continuous learning and personal development, applying best practices to improve ADP's internal learning design standards and processes.

📝 Enhancement Note: This role is positioned as a Learning Design Consultant, often a key component within a larger operational or GTM enablement function. While not explicitly a "Revenue Operations" or "Sales Operations" role, instructional design is crucial for enabling sales, client success, and internal operational teams. The emphasis on "efficient and agile design approaches," "measuring results," and "business process improvement" strongly aligns with operational objectives. The mention of "client needs" and "associates" indicates a dual focus on both internal enablement and external client-facing training development, which are critical GTM support functions.

📈 Primary Responsibilities

• Design and develop holistic learning solutions, incorporating innovative instructional design thinking and techniques to meet the unique needs of diverse learner groups and work environments.

• Create detailed design documents, learning objectives, and content outlines that effectively convey complex information and ensure alignment with business goals.

• Develop learning content across various modalities, including eLearning, instructor-led training (ILT), blended learning, job aids, and performance support tools, ensuring consistency and adherence to ADP's design standards.

• Manage multiple simultaneous learning development projects from conception to deployment, ensuring timely delivery and adherence to project deadlines and quality benchmarks.

• Oversee and manage the translation of learning content for global audiences, ensuring cultural relevance and linguistic accuracy.

• Conduct thorough needs assessments and performance gap analyses to identify key learning requirements and inform the design of targeted training interventions.

• Apply adult learning theories and best practices to create engaging and effective learning experiences that promote knowledge retention and skill application.

• Measure the effectiveness of learning solutions through appropriate evaluation methods (e.g., Kirkpatrick's levels), analyzing data to demonstrate business impact and identify areas for improvement.

• Collaborate closely with subject matter experts (SMEs), business stakeholders, and other members of the learning organization to ensure learning solutions are accurate, relevant, and impactful.

• Stay abreast of emerging trends and technologies in instructional design and learning technologies, recommending and implementing innovative approaches to enhance ADP's learning offerings.

• Manage and utilize a Learning Management System (LMS) for content deployment, tracking, and reporting on learner progress and training effectiveness.

• Contribute to the continuous improvement of ADP's learning design standards, processes, and tools, championing best practices and driving adoption.

📝 Enhancement Note: The responsibilities list a broad range of activities characteristic of an experienced instructional designer. The emphasis on "holistic solutions," "diverse learner groups," "measuring outcomes," and "business impact" points to a strategic approach to learning development, directly supporting operational efficiency and GTM effectiveness. The inclusion of "agile approaches" and "continuous improvement" suggests a dynamic and process-oriented work environment typical in operations.

🎓 Skills & Qualifications

Education: A college degree is not a mandatory requirement but may be considered a plus. Emphasis is placed on demonstrable skills and experience in the field of learning and development.

Experience:

• Minimum of 3+ years of progressive experience in the learning and development field, with a strong focus on instructional design and development.

• Proven ability to systematically design, develop, and implement learning content that effectively addresses specific organizational needs and performance gaps.

• Demonstrated experience in managing simultaneous projects with competing deadlines, showcasing strong organizational and time management skills.

Required Skills:

• Instructional Design Methodologies: Deep understanding and practical application of adult learning theories (e.g., ADDIE, SAM, Bloom's Taxonomy) and their application in designing effective learning experiences.

• eLearning Development Tools: Proficiency with industry-standard authoring tools such as Articulate 360 (Storyline, Rise), Adobe Captivate, TechSmith Camtasia, and Synthesia for creating interactive and engaging digital learning content.

• Learning Management Systems (LMS): Working knowledge of LMS functionalities, including content upload, course management, learner tracking, reporting, and applying technical standards (e.g., Litmos, Cornerstone OnDemand, Docebo).

• Content Creation & Development: Ability to develop diverse learning modalities including eLearning, instructor-led training (ILT), blended learning, job aids, quick reference guides, and performance support materials.

• Needs Assessment & Analysis: Skill in conducting training needs analyses, performance gap analyses, and stakeholder interviews to identify learning requirements and inform solution design.

• Project Management: Ability to manage multiple projects concurrently, prioritize tasks, meet deadlines, and coordinate with cross-functional teams and stakeholders.

• Collaboration & Communication: Proven success in collaborating effectively, particularly in virtual or remote settings, with strong written and verbal communication skills to convey complex ideas clearly.

• Business Acumen: Understanding of how learning initiatives contribute to business objectives, client success, and operational efficiency.

Preferred Skills:

• Graphic Design: Basic graphic design skills to create visually appealing and branded learning materials.

• Video Production/Editing: Experience with video creation and editing tools (e.g., Vyond, Adobe Premiere Pro) for multimedia learning content.

• Agile Methodologies: Familiarity with agile principles and practices as applied to learning development projects, enabling flexibility and iterative design.

• Technical Writing: Experience in technical writing, particularly in documenting processes, procedures, or software functionalities for training purposes.

• Data Analysis & Reporting: Ability to analyze learning data and generate reports to measure the impact and effectiveness of training programs.

• Translation Management: Experience overseeing and managing the translation and localization of global learning content.

📝 Enhancement Note: The listed skills highlight a blend of creative instructional design expertise and practical operational capabilities. The emphasis on LMS proficiency, agile methodologies, and measuring business impact is particularly relevant for operations-focused roles. The "Preferred Skills" also indicate opportunities for candidates to differentiate themselves by showcasing broader technical and analytical proficiencies.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Demonstrated Learning Solutions: Showcase a portfolio of diverse learning solutions developed, including examples of eLearning modules, ILT materials, blended learning programs, job aids, and performance support tools.

• Process Improvement Case Studies: Include specific case studies detailing how your learning design interventions led to measurable improvements in performance, efficiency, or business outcomes. Quantify results whenever possible (e.g., reduction in errors, increased productivity, improved sales conversion rates).

• System Implementation Standards: Provide examples of how you have adhered to or contributed to the establishment of learning design standards, style guides, and technology integration protocols within an organization.

• ROI Demonstration: Clearly articulate the return on investment (ROI) or business value generated by your learning projects, demonstrating how your work directly contributed to organizational goals.

Process Documentation:

• Workflow Design and Optimization: Present examples of documented learning design workflows, highlighting how you have optimized these processes for efficiency, scalability, and quality.

• Implementation and Automation Methods: Detail your experience with implementing and potentially automating aspects of the learning development lifecycle, from needs assessment to content deployment and evaluation.

• Measurement and Performance Analysis: Include documentation or examples of how you have established metrics, tracked performance, and analyzed data to evaluate the effectiveness of learning solutions and inform future design decisions.

📝 Enhancement Note: For a role focused on learning design within a corporate operational context, a portfolio is crucial. It should not just showcase the final product but the process behind it, emphasizing efficiency, measurable impact, and adherence to standards – key operational metrics. The request for "system implementation standards" and "process documentation" implies a need for structured thinking and repeatable methodologies, common in operations.

💵 Compensation & Benefits

Salary Range: Based on ADP's presence in Brazil, the experience level (2-5 years), and the nature of the role (specialized instructional design), an estimated salary range for a Learning Design Consultant (Instructional Designer II) in São Paulo, Brazil, would typically fall between R$ 7,000 to R$ 11,000 per month. This range is an estimate and can vary significantly based on specific qualifications, the exact scope of responsibilities, and the company's internal compensation structure.

Benefits:

• Health Insurance: Comprehensive health, dental, and vision insurance plans.

• Retirement Plan: Contribution-based retirement savings plan.

• Paid Time Off: Generous vacation days, public holidays, and sick leave.

• Professional Development: Opportunities for continuous learning, training, and certifications, including access to ADP's internal learning resources and potential for external course funding.

• Remote Work Flexibility: While an office is available, the role supports remote and hybrid work arrangements, offering flexibility in work location.

• Life Insurance: Company-provided life insurance coverage.

• Employee Assistance Program (EAP): Confidential support services for personal and professional well-being.

• Performance Bonuses: Potential for performance-based bonuses tied to individual and company achievements.

Working Hours: The standard working hours are likely around 40 hours per week, with flexibility to manage project timelines and deadlines. The role may require occasional availability outside of standard business hours to support global teams or critical project milestones.

📝 Enhancement Note: Salary estimates for Brazil are based on general market data for mid-level professional roles in São Paulo, considering the specific skills required for instructional design. Benefits are typical for large, multinational corporations like ADP. The emphasis on "continuous learning" and "professional development" aligns well with the career growth expectations of operations professionals.

🎯 Team & Company Context

🏢 Company Culture

Industry: ADP operates within the Human Resources Technology and Services industry, providing cloud-based solutions for payroll, human capital management, and business process outsourcing. This context means the company heavily relies on internal operational efficiency and client-facing service delivery, making learning and development a critical support function.

Company Size: ADP is a large, multinational corporation with a significant global workforce. This scale implies structured processes, established hierarchies, and a broad reach for its learning initiatives.

Founded: ADP was founded in 1949, giving it a long history and deep expertise in its field. This longevity suggests a stable environment with established best practices, but also a need to continually innovate to stay competitive.

Team Structure:

• Global Learning Organization: The Learning Design Consultant will likely be part of a broader Global Learning or Talent Development team. This team is responsible for designing, developing, and deploying learning solutions across ADP's various business units and client segments.

• Cross-Functional Collaboration: The role requires close collaboration with various departments, including HR, Sales Enablement, Client Success, Product Development, IT, and business unit leaders, to ensure learning solutions are aligned with strategic objectives and meet specific operational needs.

• Reporting Lines: The consultant will likely report to a Learning Design Manager or Director, who oversees the team's project portfolio and strategic direction.

Methodology:

• Data-Driven Design: ADP likely employs data analytics to inform learning needs assessments, measure program effectiveness, and demonstrate ROI, aligning with operational best practices.

• Agile & Iterative Development: The job description specifically mentions "agile approaches," suggesting a methodology focused on flexibility, rapid iteration, and continuous feedback loops to optimize learning solutions.

• Standardized Processes & Tools: Given ADP's size and industry, a standardized approach to learning design, development, and deployment, utilizing specific company-approved tools and platforms, is expected.

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

📝 Enhancement Note: Understanding ADP's industry and scale is crucial. For an operations-minded candidate, this means focusing on how learning initiatives directly support business objectives like client retention, associate productivity, and efficient service delivery. The emphasis on "agile" and "data-driven" approaches resonates strongly with GTM and RevOps principles.

📈 Career & Growth Analysis

Operations Career Level: This role is positioned as a mid-level professional (Instructional Designer II), indicating a solid foundation of experience and the ability to work independently. It sits within a specialized function that supports broader operational and business objectives. The role is not directly in a traditional "operations" department but enables those functions.

Reporting Structure: The Learning Design Consultant will report to a manager within the Learning & Development function, likely working within a matrixed structure that involves collaboration with various business unit leads and subject matter experts. This cross-functional interaction is key to understanding and influencing operational processes.

Operations Impact: While not directly managing operational processes, the Learning Design Consultant has a significant indirect impact by:

• Enhancing Associate Performance: Enabling sales, customer service, and internal teams to perform their roles more effectively through targeted training.

• Improving Client Satisfaction: Developing training for clients on ADP's products and services, leading to better adoption and utilization.

• Driving Efficiency: Creating streamlined learning materials and processes that reduce training time and improve knowledge retention, thereby increasing operational efficiency.

• Supporting GTM Initiatives: Developing enablement programs for Go-To-Market teams, ensuring they have the knowledge and skills to drive revenue.

Growth Opportunities:

• Specialization: Deepen expertise in specific areas of instructional design, such as advanced eLearning development, simulation design, or learning analytics.

• Leadership: Progress to Senior Learning Design Consultant, Learning Design Manager, or lead specialized learning projects.

• Cross-Functional Moves: Transition into roles in Sales Enablement, Client Success Management, HR Business Partnering, or even broader GTM Operations roles, leveraging acquired business understanding and stakeholder management skills.

• Global Exposure: Work on international projects, gaining experience with global learning strategies and diverse cultural contexts.

• Skill Development: Continuous learning opportunities through internal ADP programs, industry conferences, and certifications in areas like learning technologies, project management, and adult education.

📝 Enhancement Note: This analysis frames the Learning Design Consultant role as a critical support function for operations and GTM, highlighting its indirect but significant impact. The growth paths emphasize how specialized learning skills can be leveraged for broader career advancement within a large corporation like ADP, including moves into more direct operations or enablement roles.

🌐 Work Environment

Office Type: ADP likely operates a modern corporate office environment in São Paulo, designed to foster collaboration and productivity. While the role is remote-friendly, the office would serve as a hub for team meetings, brainstorming sessions, and in-person collaboration when needed.

Office Location(s): The specified address is Rua Joao de Tibirica, 1112, São Paulo, São Paulo, Brazil. This location likely offers convenient access for local employees and is situated within the business district of São Paulo.

Workspace Context:

• Collaborative Spaces: The office environment would include meeting rooms, breakout areas, and potentially open-plan workspaces to encourage interaction and knowledge sharing among colleagues.

• Technology & Tools: Associates would have access to standard office technology, high-speed internet, and the necessary software and hardware for learning design and development, including access to ADP's internal systems and collaboration platforms.

• Team Interaction: Opportunities for regular interaction with the local and global learning team, as well as with stakeholders from various business units, facilitated through virtual meetings and occasional in-person gatherings.

Work Schedule: The role supports a standard full-time work schedule (approximately 40 hours per week). The "remote friendly" aspect suggests flexibility in managing one's workday, allowing for focused work periods and adaptability to project needs. This flexibility is beneficial for deep work required in instructional design and for aligning with colleagues in different time zones.

📝 Enhancement Note: The description of the work environment focuses on how it supports operations-style work – collaboration, access to tools, and flexible scheduling that allows for focused work and project management. The São Paulo location is noted as a physical anchor, even for a remote-friendly role, implying potential for hybrid arrangements or team events.

📄 Application & Portfolio Review Process

Interview Process:

• Initial Screen: A recruiter will likely conduct an initial screening to assess basic qualifications, experience, and cultural fit.

• Hiring Manager Interview: A discussion with the hiring manager to delve deeper into your experience with instructional design methodologies, tool proficiency, project management skills, and understanding of adult learning principles.

• Portfolio Review & Case Study: A critical stage where you will present your portfolio, discussing specific projects, your design process, challenges faced, and the impact of your work. You may be asked to complete a short design exercise or case study related to a specific learning challenge ADP faces.

• Team/Stakeholder Interviews: Interviews with potential team members or key stakeholders from other departments (e.g., HR, Sales Enablement) to assess collaboration skills, communication style, and ability to integrate into the existing team dynamic.

• Final Interview: A concluding interview, potentially with a senior leader, to confirm your fit and discuss final terms.

Portfolio Review Tips:

• Curate Strategically: Select 3-5 of your strongest projects that best demonstrate the breadth of your skills (different modalities, industries, and complexities) and align with ADP's stated needs (innovation, engagement, business impact).

• Structure Your Case Studies: For each project, clearly outline the:

  • Business Problem/Need: What was the challenge or objective?
  • Your Role & Responsibilities: What specific tasks did you perform?
  • Design & Development Process: What methodologies and tools did you use? How did you collaborate?
  • Solution: Describe the final learning product.
  • Results & Impact: Quantify outcomes (e.g., performance improvements, user feedback, ROI).

• Highlight Operations Alignment: Emphasize how your learning solutions contributed to efficiency, productivity, cost savings, or revenue generation for the business or clients. Use operational metrics where possible.

• Showcase Tool Proficiency: Be prepared to discuss your experience with specific tools (Articulate 360, Captivate, LMS, etc.) and demonstrate your capability.

• Practice Your Presentation: Rehearse your portfolio walkthrough to ensure a smooth, concise, and engaging presentation, staying within allocated time limits.

Challenge Preparation:

• Anticipate Design Scenarios: Be ready for hypothetical scenarios asking how you would design training for a specific scenario (e.g., onboarding new remote employees, training on a new software feature, improving customer service skills).

• Focus on Process: For any challenge, articulate your step-by-step approach, from needs analysis to evaluation, emphasizing your operational mindset (efficiency, scalability, measurement).

• Demonstrate Agile Thinking: If given a time-constrained challenge, show how you would prioritize and deliver a minimum viable product (MVP) while planning for future iterations.

• Stakeholder Management: Prepare to discuss how you would gain buy-in, manage feedback, and communicate progress to various stakeholders.

📝 Enhancement Note: This section provides actionable advice tailored to the role, emphasizing the importance of a process-oriented portfolio and preparation for design challenges. The focus on quantifying impact and aligning with business/operational objectives is critical for candidates aiming to demonstrate their value in a corporate setting.

🛠 Tools & Technology Stack

Primary Tools:

• eLearning Authoring Tools: Articulate 360 (Storyline, Rise), Adobe Captivate, TechSmith Camtasia, TechSmith SnagIt. Proficiency in at least one is essential; broader experience is advantageous.

• Video Creation/Editing: Synthesia, Vyond, Adobe Premiere Pro, or similar tools for creating engaging video-based learning content.

• Presentation Software: Microsoft PowerPoint, Google Slides for creating presentation materials and supporting ILT sessions.

Analytics & Reporting:

• Learning Management Systems (LMS): Litmos is mentioned as an example. Experience with other enterprise-level LMS platforms (e.g., Cornerstone OnDemand, Docebo, SAP Litmos) for content deployment, learner management, and reporting.

• Data Analysis Tools: While not explicitly stated, familiarity with Excel for data manipulation and basic analysis is assumed. Experience with BI tools (e.g., Tableau, Power BI) for more advanced learning analytics would be a plus.

CRM & Automation:

• Collaboration Platforms: Microsoft Teams, Slack, Zoom for virtual meetings and team communication.

• Project Management Software: Tools like Asana, Trello, Jira, or Monday.com may be used for project tracking and workflow management.

• Content Management Systems (CMS): Potentially used for managing and organizing learning assets.

📝 Enhancement Note: Highlighting specific tools is crucial for operations roles. The list covers the core authoring and LMS tools expected, along with broader collaboration and project management software, indicating a tech-enabled and integrated work environment. Understanding how these tools support operational efficiency in learning delivery is key.

👥 Team Culture & Values

Operations Values:

• Innovation: A drive to explore and implement new design thinking and technologies to create cutting-edge learning solutions that reflect ADP's forward-thinking products.

• Agility & Flexibility: The ability to adapt quickly to changing business needs, project scopes, and resource availability, embracing iterative development and responsive solutions.

• Impact & Results-Driven: A focus on ensuring learning initiatives deliver measurable business outcomes, contributing to client success, associate performance, and overall organizational efficiency.

• Continuous Learning: A commitment to personal growth, skill development, and staying current with industry trends, while also championing process improvement within the learning function.

• Collaboration & Ownership: Taking initiative, speaking up, owning projects from start to finish, and working collaboratively with diverse teams to achieve the best possible solutions.

Collaboration Style:

• Cross-Functional Integration: Working closely with SMEs, HR, Sales Enablement, Client Success, and other departments to ensure learning solutions are aligned with business goals and operational realities.

• Constructive Feedback Culture: Openness to receiving and providing feedback to continuously improve learning designs and processes.

• Knowledge Sharing: A proactive approach to sharing best practices, insights, and lessons learned within the learning team and with other stakeholders.

• Problem-Solving Focus: Tackling challenges collaboratively, leveraging diverse perspectives to find effective and efficient solutions.

📝 Enhancement Note: By framing ADP's stated values through an "operations lens," candidates can better understand how to align their contributions. The emphasis on "impact," "efficiency," and "agile approaches" is particularly relevant for operations professionals.

⚡ Challenges & Growth Opportunities

Challenges:

• Balancing Innovation with Standards: The challenge of introducing innovative design approaches while adhering to established ADP learning design standards and brand guidelines.

• Managing Diverse Stakeholder Needs: Effectively navigating the varied requirements and expectations of multiple business units and client types, each with unique learning needs.

• Measuring Impact in a Complex Organization: Demonstrating the tangible business impact of learning solutions in a large, multi-faceted organization where attribution can be complex.

• Keeping Pace with Technology: Continuously learning and integrating new learning technologies and design tools to maintain relevance and enhance learning effectiveness.

• Remote Collaboration Dynamics: Ensuring effective communication, collaboration, and project management across distributed teams and time zones.

Learning & Development Opportunities:

• Advanced Instructional Design Certifications: Pursuing certifications in specialized areas of instructional design, learning technology, or project management.

• Industry Conferences & Webinars: Attending events like ATD International Conference, eLearning Guild events, or industry-specific workshops to gain insights and network.

• Mentorship Program: Participating in ADP's internal mentorship programs to gain guidance from experienced leaders in L&D or related operational fields.

• Cross-Departmental Projects: Volunteering for or being assigned to projects that involve other operational departments to broaden understanding of ADP's business.

• Leadership Development: Opportunities to lead smaller projects, mentor junior designers, or take on more strategic responsibilities within the learning function.

📝 Enhancement Note: Identifying potential challenges and linking them to growth opportunities helps candidates prepare for the realities of the role and demonstrate foresight. The emphasis on "measuring impact" and "keeping pace with technology" aligns with the dynamic nature of operations.

💡 Interview Preparation

Strategy Questions:

• "Describe your process for designing an eLearning module from initial needs assessment to final deployment. How do you ensure it meets business objectives and learner needs?" (Focus on your ADDIE/SAM process, stakeholder engagement, and how you measure success.)

• "How have you used agile methodologies in your learning design work? Provide an example of how this approach helped you manage a challenging project." (Highlight flexibility, iterative feedback, and rapid prototyping.)

• "Imagine you need to train a global sales team on a new product feature. What approach would you take, considering different learning styles, languages, and remote access?" (Discuss blended learning, localization considerations, and leveraging technology.)

Company & Culture Questions:

• "What do you know about ADP and our approach to learning and development?" (Research ADP's business, products, and any publicly available L&D initiatives.)

• "How do you stay current with trends in instructional design and adult learning?" (Mention industry publications, conferences, online courses, and professional networks.)

Portfolio Presentation Strategy:

• Tell a Story: For each project, frame it as a narrative: the problem, your solution, and the impact.

• Quantify Everything: Use numbers, percentages, and data to demonstrate the tangible outcomes achieved by your learning solutions.

• Showcase Process: Be ready to walk through your design documents, storyboards, or development files to illustrate your methodology.

• Demonstrate Tool Proficiency: If possible, include short video clips or interactive demos of your work. Be prepared to discuss the technical aspects of your development.

• Align with ADP's Values: Connect your project successes to ADP's stated values of innovation, agility, impact, and collaboration.

📝 Enhancement Note: This preparation guide emphasizes demonstrating operational thinking—process, measurement, efficiency, and business impact—within the context of instructional design. It provides specific question types and strategies for showcasing relevant skills and experiences effectively.

📌 Application Steps

To apply for this Learning Design Consultant position:

• Submit your application through the provided ADP careers portal link.

• Tailor Your Resume: Customize your resume to highlight experience in instructional design, eLearning development, adult learning theory, LMS administration, and project management. Use keywords from the job description, such as "agile," "innovation," "needs assessment," and specific authoring tools.

• Prepare Your Portfolio: Curate a digital portfolio showcasing 3-5 of your most impactful learning design projects. Ensure each project clearly outlines the problem, your role, the solution, and quantifiable results. PDF format or a dedicated portfolio website is recommended.

• Research ADP: Familiarize yourself with ADP's products, services, company culture, and any recent news or initiatives related to their learning and development efforts.

• Practice Your Presentation: Rehearse your portfolio walkthrough and be prepared to answer behavioral and situational interview questions, focusing on demonstrating your problem-solving approach, collaboration skills, and ability to drive business impact through learning.

⚠️ 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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