Learning Experience Design Manager

📍 Job Overview

Job Title: Learning Experience Design Manager

Company: 7 Leaves Cafe

Location: Huntington Beach, CA, US

Job Type: Full-Time

Category: Learning & Development / Operations Enablement

Date Posted: 2026-03-31

Experience Level: Mid-Senior Level (5-10 years)

Remote Status: On-site

🚀 Role Summary

• Spearhead the design, testing, and continuous improvement of enterprise-wide learning experiences to enhance retention and on-the-job application.

• Drive consistency and reduce the need for retraining by optimizing the structure, sequencing, and reinforcement of all training content.

• Partner with Corporate Training Managers, Operations, R&D, and Brand teams to diagnose learning effectiveness and strengthen scalable learning systems.

• Maintain a vital field connection through regular store observations to ensure learning design aligns with operational reality and best practices.

📝 Enhancement Note: This role is positioned within the broader operations and GTM enablement function, focusing on the critical aspect of human capital development through structured learning. While not directly a "Revenue Operations" or "Sales Operations" role, it's fundamental to operational excellence and GTM success by ensuring a skilled and consistent workforce. The emphasis on "learning systems that scale" and "consistency across all stores" highlights its strategic importance in a growing multi-unit organization.

📈 Primary Responsibilities

• Design and refine the structure, sequencing, and reinforcement methods of training programs to maximize knowledge retention and practical application in operational settings.

• Analyze performance data and conduct qualitative assessments to identify specific learning gaps and redesign content or delivery methods to address root causes effectively.

• Develop and implement scalable learning frameworks that ensure consistent execution of standards, values, and operational procedures across all company locations.

• Lead the end-to-end development and evolution of training content, encompassing digital modules, in-person sessions, and on-the-job reinforcement tools.

• Collaborate closely with Research & Development (R&D) and Brand teams to ensure all training materials are accurate, aligned with brand identity, and reflect current product and experience standards.

• Support Corporate Training Managers in ensuring content readiness for successful rollout and implementation across the field.

• Conduct periodic store observations to validate the effectiveness of learning designs and identify systemic gaps in training transfer to the operational environment.

• Gather direct insights from field execution to inform iterative improvements in learning design, content, and delivery strategies.

• Pilot and test new learning approaches and technologies before broader organizational rollout to mitigate risks and optimize outcomes.

• Serve as a peer partner to Corporate Training Managers, providing expertise in learning design to enhance their field execution support.

• Collaborate with Operations leadership to ensure learning systems are strategically aligned with overarching operational priorities and business objectives.

• Act as a key liaison, connecting training strategy, content development, and the practical realities of real-world application in store environments.

📝 Enhancement Note: The responsibilities emphasize a proactive, data-driven, and systems-thinking approach to learning, crucial for a multi-unit retail/QSR environment. The distinction between "learning design" and "in-store retraining" clarifies the strategic focus of this role, highlighting its role in building the foundational learning architecture rather than day-to-day operational execution.

🎓 Skills & Qualifications

Education:

• Bachelor's degree in Instructional Design, Learning & Development, Education, Organizational Psychology, or a related field is preferred.

Experience:

• 5-10 years of progressive experience in learning experience design, instructional design, or a related Learning & Development (L&D) role.

Required Skills:

• Learning Experience Design: Proven ability to design engaging, effective, and scalable learning experiences that drive retention and application.

• Instructional Design: Mastery of adult learning principles, ADDIE model, SAM methodology, and other instructional design frameworks for curriculum development.

• Field Training/Operational Leadership: Direct experience in field training or store-level leadership within a multi-unit operational context.

• Cross-functional Collaboration: Demonstrated success in partnering with diverse teams, including Operations, Brand, and R&D, to achieve learning objectives.

• Content Development: Ability to create and refine training content for various modalities (digital, in-person, blended) while maintaining brand consistency.

• Performance Gap Analysis: Skill in identifying performance issues and translating them into effective, root-cause-driven learning solutions.

Preferred Skills:

• LMS Management: Experience with Learning Management Systems (LMS) such as Opus or similar platforms for content delivery, tracking, and reporting.

• Training Evaluation: Knowledge of Kirkpatrick's levels of evaluation or similar models to assess training effectiveness and ROI.

• Project Management: Proficiency in managing multiple learning projects simultaneously, from conception to rollout, within defined timelines.

• Brand Voice & Consistency: Strong attention to detail in ensuring all learning materials align with brand guidelines, tone, and visual identity.

• QSR/Hospitality/Food & Beverage: Specific industry experience is highly preferred due to the nature of the business operations.

📝 Enhancement Note: The "Required" skills are directly extracted and elaborated from the job description, while "Preferred" skills are inferred based on the mention of LMS (Opus specifically), the need for evaluation, project management, brand consistency, and the preferred industry experience. The experience level is derived from the "Mid-Senior Level" AI classification.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Learning Design Case Studies: Showcase 2-3 detailed case studies demonstrating your process for designing and implementing impactful learning solutions. Each case study should clearly outline the problem, your design process, the learning solutions developed, and measurable outcomes achieved.

• Content Examples: Provide samples of training materials you've developed, such as e-learning modules, facilitator guides, job aids, or blended learning program outlines, highlighting your ability to create engaging and effective content.

• System Improvement Examples: Include examples where you identified a gap in a learning system or process and designed and implemented improvements, detailing the impact on consistency, efficiency, or knowledge retention.

• Collaboration & Stakeholder Management: Highlight instances where you successfully collaborated with cross-functional partners (e.g., Operations, Product Development, Brand) to develop or refine learning initiatives, demonstrating your ability to influence and align stakeholders.

Process Documentation:

• Needs Analysis & Design Methodology: Demonstrate your approach to conducting learning needs analyses, defining learning objectives, and selecting appropriate instructional design models and delivery methods.

• Content Development Workflow: Outline your process for content creation, review (including subject matter expert and brand reviews), and production across various learning modalities.

• Pilot & Rollout Strategy: Detail your methodology for piloting new learning programs, gathering feedback, making necessary adjustments, and planning for successful organizational-wide rollout.

• Evaluation & Iteration Framework: Explain how you measure the effectiveness of learning initiatives, including data collection methods, analysis, and how insights are used for continuous improvement and iteration of training programs.

📝 Enhancement Note: This section is crafted to guide candidates on what a strong portfolio for a Learning Experience Design Manager would entail, focusing on actionable evidence of design skills, process adherence, and impact measurement, which are critical for operations enablement roles.

💵 Compensation & Benefits

Salary Range: $71,000 - $76,000 annually (Exempt)

Benefits:

• Beverage Perks: Enjoy complimentary or discounted handcrafted drinks on and off the clock, keeping you fueled and inspired.

• Comprehensive Health Coverage: Medical, dental, and vision insurance plans are available for eligible team members, supporting your overall well-being.

• Travel Reimbursement: Assistance provided for eligible work-related travel, reducing financial stress associated with business trips.

• Annual Bonus Pool: Eligible team members participate in an annual bonus program, recognizing contributions and impact.

• Career Development & Growth: Opportunities for mentorship, hands-on training, and advancement within the company.

• Supportive Culture: Access to a team environment that values authenticity, collaboration, and fun, where individual contributions are welcomed.

Working Hours:

• Standard Monday-Friday schedule, approximately 40 hours per week.

• Occasional store visits may be required outside of regular office hours, with advance notice.

📝 Enhancement Note: The salary range is directly from the input data. Benefits are compiled from the "Why You'll Love Working Here" section. Working hours are inferred from the "Work Environment: Office first, Monday-Friday schedule" and the AI-derived "40" hours. The "Exempt" status is noted from the salary section.

🎯 Team & Company Context

🏢 Company Culture

Industry: Quick Service Restaurant (QSR) / Specialty Beverage / Food & Beverage / Hospitality. 7 Leaves Cafe operates within a dynamic and rapidly growing sector known for its emphasis on customer experience, operational efficiency, and brand loyalty.

Company Size: Over 1,200 team members across more than 40 locations in California, Nevada, and Arizona. This indicates a mid-to-large-sized organization that has successfully scaled and is likely implementing more formal corporate structures and processes.

Founded: 2011. This suggests a company with over a decade of operational experience, having navigated growth from a single store to a multi-state presence, building a strong foundation and brand recognition.

Team Structure:

• Learning & Development Team: This role is part of a broader L&D function, likely including Corporate Training Managers who focus on field execution and delivery. The Manager will act as a peer and strategic partner to these individuals.

• Cross-Functional Collaboration: The role necessitates close partnerships with Operations leadership (for alignment on priorities and execution), R&D (for product accuracy), and Brand (for consistency in messaging and identity).

• Reporting Structure: While not explicitly stated, this role is likely reporting into a Director of HR, Head of Operations, or Chief Operating Officer, given its strategic impact on organizational consistency and scalability.

Methodology:

• Servant Leadership: The company explicitly mentions guiding by servant leadership, implying a management style focused on empowering and supporting team members to achieve their best.

• People-First Culture: Emphasis on team members thriving, making an impact, and delivering "WOW" experiences.

• Data-Driven Improvement: The role's focus on diagnosing breakdowns, refining learning, and measuring effectiveness points to a data-informed approach to training and development.

• Continuous Improvement: The mandate to "continuously improve" learning experiences highlights a commitment to iterative development and adaptation.

Company Website: https://www.7leavescafe.com/

📝 Enhancement Note: This section synthesizes information from the company description, size, founding date, and the role's described collaborations to paint a picture of the operating environment for an L&D professional. The "Methodology" section infers practices based on stated values and the role's responsibilities.

📈 Career & Growth Analysis

Operations Career Level: This position is a Managerial/Lead role within the broader operational enablement and L&D function. It signifies a move into strategic program design and system ownership, moving beyond individual contributor or purely execution-focused roles. The scope is enterprise-wide, impacting all store locations and team members.

Reporting Structure: The Manager will likely report to a senior leader (e.g., Director of HR, Head of Operations) and will work closely as a peer with Corporate Training Managers. This structure allows for strategic direction from leadership and collaborative execution with those closest to the front lines.

Operations Impact: The Learning Experience Design Manager has a significant indirect impact on operational excellence and GTM success by:

• Ensuring Consistency: Standardized training leads to consistent customer experiences and product quality across all locations, which is critical for brand reputation and customer loyalty.

• Improving Efficiency: Effective training reduces errors, minimizes the need for costly retraining, and accelerates ramp-up time for new hires, directly impacting operational efficiency and labor costs.

• Driving Culture: By embedding the company's values and mission into the learning experience, this role helps to foster the desired culture of servant leadership and team member empowerment.

• Supporting Growth: Scalable learning systems are essential for enabling the company to expand its footprint and introduce new products or operational procedures without sacrificing quality.

Growth Opportunities:

• Leadership Advancement: Potential to move into Senior Manager or Director roles within L&D or Operations, overseeing larger teams and broader strategic initiatives.

• Specialization: Deepen expertise in specific areas of learning design, adult education theory, or learning technology.

• Cross-Functional Transition: Opportunities to move into other operational strategy, HR, or Brand roles, leveraging a deep understanding of the organization's operational backbone.

• Impactful Program Ownership: Lead major initiatives that directly shape the employee experience and operational performance of a growing brand.

📝 Enhancement Note: This analysis frames the role within a typical organizational hierarchy and career path, emphasizing its strategic contribution to the business's operational and growth objectives, which is vital for candidates seeking career progression.

🌐 Work Environment

Office Type: Primarily office-based at the Huntington Beach Corporate Office. This suggests a professional setting designed for collaboration, strategic planning, and administrative tasks.

Office Location(s): Huntington Beach, California. This location offers a specific geographic base for the corporate team.

Workspace Context:

• Collaborative Environment: The role requires close partnership with Corporate Training Managers, Operations, R&D, and Brand teams, suggesting an office environment that facilitates frequent meetings, brainstorming sessions, and cross-functional communication.

• Tools & Technology: Access to necessary office technology, likely including computers, software for content creation (e.g., Articulate Storyline, Adobe Creative Suite), LMS platforms, and communication tools.

• Field Connection: While office-based, the role includes occasional store visits. This implies a dynamic work environment that balances focused office work with practical, on-the-ground observation and interaction.

Work Schedule:

• A structured Monday-Friday work schedule is typical, aligning with standard business hours.

• Flexibility may be required for occasional store visits outside of these hours, which should be manageable within the overall 40-hour work week but may involve some non-traditional timing.

📝 Enhancement Note: This section details the physical and functional aspects of the work environment, emphasizing the blend of office-based strategic work and necessary field engagement, crucial for understanding daily work life.

📄 Application & Portfolio Review Process

Interview Process:

• Initial Screening: A review of your resume and application, likely focusing on relevant experience in learning design, multi-unit operations, and instructional methodologies.

• Hiring Manager Interview: A conversation with the hiring manager to assess your understanding of learning experience design principles, your approach to problem-solving in training contexts, and your alignment with the company's culture.

• Skills Assessment/Case Study: You may be asked to complete a take-home assignment or participate in a live case study exercise. This could involve analyzing a training gap scenario, designing a learning module outline, or presenting a proposed learning strategy. Focus on demonstrating your design process, content development skills, and understanding of adult learning.

• Cross-Functional Panel Interview: An interview with key stakeholders from Operations, Brand, and potentially R&D. This will assess your ability to collaborate, influence, and communicate effectively with diverse partners. Be prepared to discuss how you've managed cross-functional projects and aligned differing perspectives.

• Final Interview: Potentially a final conversation with senior leadership to confirm cultural fit and strategic alignment.

Portfolio Review Tips:

• Structure for Impact: Organize your portfolio logically, perhaps by case study or by skill area. For each piece, clearly state the objective, your role, the problem addressed, your solution/design, the implementation process, and, most importantly, the measurable results or impact.

• Demonstrate Process: Don't just show the final product; explain your thought process. How did you conduct needs analysis? What instructional design models did you employ? How did you ensure brand consistency? How did you measure success?

• Quantify Results: Where possible, use metrics to demonstrate the effectiveness of your learning solutions. This could include improvements in retention rates, reduction in errors, faster onboarding times, increased compliance, or positive feedback scores.

• Tailor to the Role: Highlight examples that align with the specific requirements of this role – multi-unit operations, QSR/hospitality experience, content development for diverse audiences, and cross-functional collaboration.

Challenge Preparation:

• Understand the "Why": Be prepared to articulate why learning design is critical for a company like 7 Leaves Cafe. Connect learning to operational consistency, brand experience, and business growth.

• Scenario-Based Questions: Anticipate questions like "How would you address a situation where store teams consistently struggle with X new procedure?" or "How would you design onboarding for new baristas to ensure they embody our brand values?"

• LMS/Technology Knowledge: Be ready to discuss your experience with LMS platforms, digital learning tools, and how you leverage technology to enhance learning experiences.

• Brand Alignment: Show an understanding of how learning must be intrinsically tied to brand identity and customer experience.

📝 Enhancement Note: This section provides actionable advice on preparing for the interview process, with a strong emphasis on portfolio development, which is a key requirement for roles in operations and enablement.

🛠 Tools & Technology Stack

Primary Tools:

• Learning Management System (LMS): Experience with platforms like Opus is explicitly mentioned and highly preferred. Proficiency in administering, developing content for, or reporting from an LMS is crucial.

• Authoring Tools: Familiarity with e-learning authoring software such as Articulate Storyline, Adobe Captivate, or similar tools for creating interactive digital learning content.

• Content Creation Suites: Proficiency in the Microsoft Office Suite (Word, PowerPoint, Excel) for documentation, presentations, and data analysis. Adobe Creative Suite (Photoshop, Illustrator, InDesign) may be beneficial for visual content development.

Analytics & Reporting:

• LMS Reporting: Ability to extract and analyze data from the LMS to track learner progress, completion rates, and assessment scores.

• Performance Data Analysis: Skills in interpreting operational data (e.g., from POS systems, customer feedback surveys, operational audits) to identify learning needs and measure training impact.

• Presentation Software: Tools like PowerPoint or Google Slides for creating compelling reports and presentations on learning effectiveness to stakeholders.

CRM & Automation:

• While not directly a CRM role, understanding how learning systems integrate with broader HRIS or operational data systems may be beneficial. The focus here is on the learning ecosystem rather than customer-facing CRM.

📝 Enhancement Note: The "Primary Tools" section directly references the "Opus" LMS mentioned in the job description and infers other common tools used in instructional design and L&D. The emphasis is on tools relevant to content creation, delivery, and evaluation.

👥 Team Culture & Values

Operations Values:

• Servant Leadership: A core principle guiding interactions, where leaders prioritize supporting and empowering their teams to succeed. This translates to an expectation of supportive, collaborative behavior from all team members.

• Connection, Culture, Craft: These are the pillars of the 7 Leaves Cafe brand. The Learning Experience Design Manager is expected to embody and foster these values through well-designed learning experiences that connect people, reinforce company culture, and highlight the 'craft' of beverage preparation and service.

• People-First Culture: The organization prioritizes its team members' growth, impact, and well-being, creating an environment where individuals can thrive.

• Authenticity, Collaboration, Fun: These are explicitly mentioned as values that contribute to a positive work environment. Expect a culture that encourages genuine interactions, teamwork, and enjoys the process of working together.

• Data-Driven Approach: The role's emphasis on diagnosing, measuring, and refining learning implies a culture that values evidence and data to inform decisions and drive improvement.

Collaboration Style:

• Peer Partnership: The role is positioned as a peer to Corporate Training Managers, indicating a collaborative, non-hierarchical approach to working with these colleagues.

• Influence & Alignment: Success will depend on the ability to influence stakeholders across different departments (Operations, R&D, Brand) and align them around shared learning objectives and strategies.

• Feedback-Oriented: The continuous improvement mandate suggests a culture that is open to feedback, both giving and receiving, to refine processes and outcomes.

• Process-Centric: A focus on building and optimizing robust systems and processes for learning delivery and effectiveness.

📝 Enhancement Note: This section synthesizes the company's stated values and the role's collaborative requirements to provide insight into the expected team dynamics and cultural fit.

⚡ Challenges & Growth Opportunities

Challenges:

• Scaling Learning: Designing learning systems that are effective and consistent across a growing number of locations (currently 40+, with more planned) and diverse team member roles.

• Bridging Field & Corporate: Effectively translating corporate learning design principles into practical, easily executable training for busy store teams, while also bringing real-world field insights back to the corporate office.

• Measuring Impact: Demonstrating the tangible ROI of learning initiatives, linking training efforts directly to operational improvements, customer satisfaction, and business performance.

• Content Evolution: Keeping training content relevant, accurate, and engaging as products, procedures, and brand standards evolve, requiring continuous updates and redesign.

• Cross-Functional Alignment: Navigating priorities and perspectives from various departments (Operations, R&D, Brand) to ensure learning initiatives are well-supported and aligned.

Learning & Development Opportunities:

• Advanced Learning Design: Deepen expertise in cutting-edge instructional design methodologies, learning technologies (e.g., AI in training, personalized learning paths), and adult learning psychology.

• Operational Strategy Integration: Gain a deeper understanding of QSR/hospitality operations, business strategy, and how L&D directly contributes to achieving broader company goals.

• Leadership Development: Opportunities for mentorship and formal training to develop leadership skills, project management capabilities, and strategic thinking.

• Industry Engagement: Potential to attend industry conferences (e.g., ATD, eLearning Guild) to stay abreast of best practices and network with other L&D professionals.

• Program Ownership: Lead high-impact projects that significantly influence the employee experience and operational consistency of a well-regarded brand.

📝 Enhancement Note: This section anticipates potential challenges and outlines growth paths, providing a realistic outlook for candidates considering the role's long-term potential and developmental aspects within the operations and L&D field.

💡 Interview Preparation

Strategy Questions:

• "Describe your process for designing a new training program from needs analysis to rollout. How do you ensure it's scalable for a multi-unit organization?" (Focus on your structured methodology, ADDIE/SAM, scalability considerations, and stakeholder involvement.)

• "How do you identify performance gaps, and what methods do you use to translate those gaps into effective learning solutions? Provide an example." (Highlight your analytical skills, root-cause analysis approach, and ability to design targeted interventions.)

Company & Culture Questions:

• "Based on our mission and values (connection, culture, craft, servant leadership, people-first), how would you ensure these are embedded into our learning experiences?" (Demonstrate your understanding of the company's ethos and how learning design can reinforce it.)

• "Describe a time you had to influence stakeholders who had different priorities or perspectives on a training initiative. How did you achieve alignment?" (Showcase your negotiation, communication, and relationship-building skills.)

Portfolio Presentation Strategy:

• Tell a Story: For each case study, frame it as a narrative: the challenge, your innovative solution, the implementation journey, and the positive, quantifiable outcome.

• Show, Don't Just Tell: Use visuals where appropriate (e.g., screenshots of e-learning modules, examples of job aids, flowcharts of processes) to illustrate your work and design thinking.

• Focus on Impact: Clearly articulate the business impact of your work. How did your learning solutions improve efficiency, consistency, customer experience, or team member performance?

• Be Ready for Deep Dives: Anticipate questions about specific design choices, challenges encountered during implementation, and how you would adapt your approach for different scenarios.

• Highlight Brand Alignment: Specifically address how you ensured your designs were consistent with the 7 Leaves Cafe brand voice, tone, and visual identity.

📝 Enhancement Note: This section provides targeted interview preparation advice, focusing on strategic questions, company culture alignment, and effective portfolio presentation, which are critical for securing roles in operations and enablement.

📌 Application Steps

To apply for this Learning Experience Design Manager position:

• Submit your application through the provided link on the 7 Leaves Cafe applicant portal.

• Curate Your Portfolio: Select 2-3 of your strongest learning design case studies that best showcase your experience with multi-unit operations, instructional design, and measurable impact. Ensure each case study clearly outlines the problem, your solution, your process, and the results achieved.

• Optimize Your Resume: Tailor your resume to highlight keywords and experiences directly relevant to learning experience design, instructional design, multi-unit training, L&D systems, and cross-functional collaboration. Quantify achievements whenever possible.

• Prepare Your Presentation: Practice walking through your portfolio with a focus on storytelling, clear articulation of your design process, and demonstrating the business impact of your work. Be ready to discuss how your approach aligns with 7 Leaves Cafe's values and operational needs.

• Research 7 Leaves Cafe: Familiarize yourself with their mission, values, menu, brand aesthetic, and company culture. Understand their growth trajectory and consider how effective learning experiences support their business objectives.

⚠️ 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.