Learning Experience Design Manager

📍 Job Overview

Job Title: Learning Experience Design Manager Company: Cox Enterprises Location: Atlanta, GA / Remote (USA) Job Type: Full-Time Category: Learning & Development / Revenue Enablement Operations Date Posted: October 2, 2025 Experience Level: 6+ Years (Mid-Senior Level) Remote Status: Remote OK (USA)

🚀 Role Summary

• This role is pivotal in designing and developing virtual learning experiences for Cox Automotive clients, directly impacting client adoption and success with new technologies and processes.
• It requires a strategic approach to curriculum development, ensuring learning solutions align with client needs and Cox Automotive's product offerings, thereby contributing to client retention and revenue.
• The position emphasizes leveraging advanced instructional design principles and rapid development tools to create engaging and effective learning content, such as eLearning modules, videos, and simulations.
• It involves comprehensive project management of training initiatives, including managing budgets, timelines, and cross-functional stakeholders to ensure successful delivery of learning solutions.

📝 Enhancement Note: While titled "Learning Experience Design Manager," this role has significant overlap with Revenue Enablement Operations due to its focus on client onboarding, adoption, and success with technology and processes. The success of client adoption directly influences revenue realization and retention, making this a critical GTM operations function.

📈 Primary Responsibilities

• Lead the end-to-end design and development of virtual learning curricula for Cox Automotive clients, encompassing product lines, new programs, and enterprise-wide initiatives.
• Manage large-scale training projects, from initial needs analysis and discovery through to final delivery, including overseeing project participants, external subcontractors, and project budgets.
• Develop and maintain a robust competency and certification framework for external clients across various product lines, ensuring clear learning pathways and validation of skills.
• Oversee and manage ongoing updates and revisions to client training content to ensure accuracy, relevance, and alignment with evolving product features and industry standards.
• Partner closely with business leaders and client-facing teams (e.g., Client Operations) to ensure learning solutions are strategically aligned with business objectives and client success metrics.
• Utilize project management tools (e.g., SmartSheet, MS 365, Rally) to meticulously track development milestones, manage project timelines, and maintain transparent communication with all stakeholders.
• Provide expert consultation on instructional design best practices, emerging learning technologies, and innovative approaches to enhance learning effectiveness.
• Conduct regular audits of training implementations and client feedback, transforming insights into actionable improvements for content and delivery methods.
• Analyze training utilization and impact data using Learning & Development team metrics, reporting findings to stakeholders to demonstrate ROI and identify areas for reinforcement or enhancement.
• Mentor and support junior Instructional Designers and Learning and Development Analysts, fostering a culture of continuous learning and professional growth within the team.
• Ensure all learning experiences are accessible, inclusive, and compliant with current standards, catering to diverse learner needs and accessibility requirements.
• Facilitate Train-the-Trainer (T3) sessions for internal and external facilitators, providing constructive feedback and ensuring consistent knowledge transfer.
• Function as a dedicated project manager for assigned instructional design projects, ensuring they are delivered on time, within budget, and to the highest quality standards.

📝 Enhancement Note: The responsibilities listed indicate a strong project management and strategic planning component, typical of a Manager-level role in operations focused on scaling client success through learning. The emphasis on client adoption and technology implementation directly ties into revenue generation and customer lifetime value.

🎓 Skills & Qualifications

Education:

• Bachelor’s degree in a related discipline (e.g., Education, Instructional Design, Communications, Business) or equivalent practical experience.
• Master’s degree in Education, Instructional Design, Instructional Technology, Educational Psychology, or a related field is preferred.

Experience:

• Minimum of 6 years of progressive experience in a learning and development role, with a focus on instructional design and curriculum development.
• Proven experience operating effectively within an Agile development environment, adapting to iterative feedback and changing project requirements.
• Demonstrated experience in analyzing learning needs and designing a variety of learning deliverables for blended, virtual, self-paced, and instructor-led formats.
• Experience in creating audio and video content, including script writing, storyboarding, developing microlearning assets, and in-app guides.
• Familiarity with Learning Management System (LMS) supported content types, content tagging, and basic administrative operations.

Required Skills:

• Learning Experience Design & Instructional Design: Advanced proficiency in applying adult learning theories, writing clear learning objectives, and developing assessments. Expertise in designing engaging and effective learning experiences for diverse audiences.
• Rapid Instructional Design Tools: Advanced proficiency in utilizing eLearning software (e.g., Articulate 360, Storyline 360), graphic design software (e.g., Adobe Creative Cloud Suite, SnagIt), and video editing tools (e.g., Camtasia Studio).
• Project Management: Proficient in managing multiple learning initiatives simultaneously, including scope, budget, timeline, and resource allocation. Experience with tools like SmartSheet, MS 365, or Rally for project tracking and collaboration.
• Communication & Presentation Skills: Exceptional verbal, written, and presentation skills, capable of translating complex business concepts into clear, concise, and engaging learning content for various stakeholders.
• Content Customization & Development: Ability to customize learning materials for specific clients, audiences, and roles, ensuring relevance and impact.
• Technology & Software Proficiency: Well-versed in Microsoft Office 365 applications, and comfortable using business intelligence tools like Power BI or Domo for data analysis and reporting. Applied knowledge of generative AI functionality and prompt engineering is also required.

Preferred Skills:

• Automotive Industry Experience: Prior experience within the automotive industry, particularly with Cox Automotive products and platforms, is highly advantageous.
• Curriculum Development & Frameworks: Experience in creating comprehensive competency and certification frameworks for external clients.
• Virtual Training & Simulation: Expertise in designing and developing interactive virtual training environments and simulations.
• Visual Design & Branding: A strong eye for visual appeal and graphic design, with an understanding of brand guidelines and their application in learning contexts.
• Stakeholder Management: Proven ability to build and maintain strong partnerships with internal business leaders and external clients.

📝 Enhancement Note: The emphasis on specific software like Articulate 360, Adobe Creative Cloud, and MS 365, along with project management tools, highlights the technical and operational rigor expected. The mention of AI and prompt engineering is a forward-looking requirement, indicating the company's interest in leveraging new technologies for efficiency.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Instructional Design Case Studies: Showcase a minimum of 3-5 diverse projects demonstrating expertise in designing and developing various learning modalities (eLearning, video, simulations, performance support). Each case study should clearly articulate the problem, the target audience, the learning objectives, the design process, the tools used, and the measurable outcomes.
• Process Optimization Examples: Provide examples of how your design process has led to measurable improvements in learning effectiveness, client adoption rates, or efficiency gains for clients implementing new technologies or processes. Quantify results whenever possible.
• System Implementation Standards: Include examples of how you've developed training materials that support the implementation and adoption of complex software systems or platforms. Highlight your understanding of user-centric design principles in a technical context.
• ROI Demonstration: For at least one project, clearly demonstrate the return on investment (ROI) or significant business impact achieved through the learning solutions you designed, such as reduced support tickets, faster client onboarding, or increased product utilization.

Process Documentation:

• Workflow Design & Optimization: Examples of documented learning design workflows, including needs analysis, design, development, implementation, and evaluation phases. Showcase how you've optimized these workflows for efficiency and quality.
• Implementation & Automation: Documentation illustrating how you've implemented learning solutions, including any automation strategies used for content delivery, assessment, or reporting.
• Measurement & Performance Analysis: Evidence of how you track and analyze learning metrics, user feedback, and performance data to inform content improvements and demonstrate the impact of learning initiatives. This could include sample reports or dashboards.

📝 Enhancement Note: For this role, a strong portfolio is critical. It should not just showcase completed projects but also the thought process behind them, demonstrating how the candidate applies adult learning principles, leverages technology, manages projects, and measures impact – all core to operations roles focused on enablement and efficiency.

💵 Compensation & Benefits

Salary Range: $90,100.00 - $150,100.00 Annually Benefits:

• Competitive salary and top-notch bonus/incentive plans.
• Exceptional work-life balance with flexible time-off policies and accommodating work schedules.
• Comprehensive healthcare coverage (medical, dental, vision) with multiple options for individuals and families.
• Generous 401(k) retirement plans with company match.
• Professional development and continuing education opportunities, including access to new technologies and learning methodologies.
• Inclusive parental leave policies, comprehensive fertility coverage, and adoption assistance.
• Additional perks such as pet insurance and employee discounts.
• Paid wellness days, holidays, bereavement leave, voting leave, jury duty leave, volunteer time off, military leave, and parental leave.

Working Hours: 40 hours per week (Standard business hours, with flexibility for remote work coordination).

📝 Enhancement Note: The salary range is substantial and reflects a senior-level position requiring specialized skills in instructional design and project management, common for roles that directly impact client success and revenue. The benefits package is comprehensive, indicating a commitment to employee well-being and professional growth, which is appealing to operations professionals seeking long-term career stability.

🎯 Team & Company Context

🏢 Company Culture

Industry: Automotive Services & Technology. Cox Automotive operates at the intersection of automotive retail, technology, and data, aiming to transform the industry through innovation and customer-centric solutions. Company Size: Large Enterprise (Cox Enterprises is a subsidiary of Cox Communications, a major telecommunications company, with Cox Automotive being a significant division). This implies robust infrastructure, established processes, and opportunities for large-scale impact. Founded: Cox Enterprises was founded in 1898, with Cox Automotive evolving significantly over time. This long history suggests stability, a strong market presence, and a culture that values long-term growth and adaptation.

Team Structure:

• Operations Focus: The Learning Experience Design Manager will likely be part of a broader Learning & Development (L&D) or Customer Success/Operations team. This team is responsible for equipping internal teams and external clients with the knowledge and skills necessary to leverage Cox Automotive's technology and services effectively.
• Reporting Structure: The role reports to a Manager or Director within the L&D or Client Operations function. It may involve supervising contractors or junior team members, acting as a lead on specific projects.
• Cross-functional Collaboration: This role requires extensive collaboration with Product Development, Sales, Client Success, Marketing, Legal, and other operational departments to gather requirements, validate content, and ensure alignment with business goals.

Methodology:

• Data-Driven Learning: The role emphasizes using data analysis (from L&D metrics, client feedback, and performance data) to inform learning strategy, content development, and continuous improvement.
• Agile & Iterative Design: The team likely utilizes agile methodologies for project management, allowing for flexibility, rapid iteration, and continuous feedback integration throughout the design and development lifecycle.
• Client-Centric Approach: A core methodology is understanding client needs and challenges, translating them into effective learning solutions that drive adoption, satisfaction, and ultimately, business value for both the client and Cox Automotive.

Company Website: https://www.coxenterprises.com/ | https://www.coxauto.com/

📝 Enhancement Note: Cox Enterprises and Cox Automotive are large, established organizations. This means the operations environment will likely be structured, with clear processes and a focus on scalability and compliance. The role of Learning Experience Design Manager, while creative, will be grounded in operational efficiency and measurable client outcomes.

📈 Career & Growth Analysis

Operations Career Level: This is a Manager-level position, specifically a "Manager - Non People Leader." It signifies a senior individual contributor role with significant project leadership, strategic input, and potentially mentorship responsibilities, but without direct line management of a large team. This level is ideal for experienced professionals who want to drive impact through expertise and project ownership.

Reporting Structure: The role reports into a functional leadership role within Learning & Development or a client-facing operations group. This structure allows for focused expertise within L&D while maintaining strong alignment with business unit objectives and client success strategies. Collaboration with peers in other operations functions (e.g., Sales Ops, Marketing Ops) will be key.

Operations Impact: The Learning Experience Design Manager directly impacts revenue through:

• Client Adoption & Retention: Effective training ensures clients successfully adopt and utilize Cox Automotive's technology and services, leading to higher retention rates and reduced churn.
• Upselling & Cross-selling: Well-designed learning paths can highlight advanced features and benefits, indirectly supporting upsell and cross-sell opportunities.
• Efficiency & Scalability: By creating reusable virtual learning assets and frameworks, the role enables scalable client enablement, reducing the burden on client success managers and support teams.
• Brand & Reputation: High-quality learning experiences contribute to a positive client perception of Cox Automotive's commitment to their success.

Growth Opportunities:

• Leadership in L&D: Potential to move into a People Leader role managing a team of instructional designers or transition to a broader L&D leadership position.
• Specialization: Deepen expertise in specific areas of learning technology, adult learning theory, or advanced analytics for learning.
• Cross-functional Moves: Leverage experience in client enablement to move into senior roles within Client Success, Customer Operations, or GTM Strategy teams.
• Enterprise Impact: Opportunities to lead larger, more complex, or enterprise-wide learning initiatives that have a significant impact on business outcomes.

📝 Enhancement Note: The "Non People Leader" designation is important. It implies a focus on deep subject matter expertise and project execution rather than direct people management. Growth will likely come from increasing scope, complexity, and strategic influence within the operations framework.

🌐 Work Environment

Office Type: This role offers a flexible work arrangement, with the primary option being fully remote within the United States. For candidates located near a Cox facility (e.g., Atlanta, GA), a hybrid model may be available, blending remote work with in-office collaboration.

Office Location(s): While the role is remote-first, the primary physical location mentioned is Atlanta, GA (6205 Peachtree Dunwoody Rd Bldg A). This indicates potential for hybrid work if located in the Atlanta metro area.

Workspace Context:

• Remote Collaboration: Expect a heavily digital and collaborative environment, relying on video conferencing, instant messaging, and shared document platforms for day-to-day interactions.
• Operations Tools & Technology: Access to a suite of industry-standard L&D and project management tools (Articulate 360, Adobe Creative Cloud, MS 365, SmartSheet, etc.) will be provided or expected.
• Team Interaction: Regular virtual meetings with the L&D team, stakeholders, and potentially client-facing teams will be a core part of the work, fostering a sense of connection despite the remote setup.

Work Schedule: Standard 40-hour work week, typically during business hours in the employee's time zone. Flexibility is inherent in remote work, allowing for some adjustment to accommodate project needs and personal life, provided core responsibilities and collaboration needs are met.

📝 Enhancement Note: The remote-first nature of this role is a significant draw. It requires strong self-discipline, excellent virtual communication skills, and the ability to manage one's own work environment effectively, which are all valuable traits in operations professionals.

📄 Application & Portfolio Review Process

Interview Process:

• Initial Screening: A recruiter or hiring manager will likely conduct an initial phone screen to assess basic qualifications, experience alignment, and cultural fit.
• Skills Assessment/Case Study: Candidates may be asked to complete a practical assessment or case study related to instructional design, content development, or project planning. This could involve developing a sample learning module outline, designing a short eLearning segment, or outlining a project plan for a given scenario.
• Panel Interviews: Expect interviews with key stakeholders, including peers, potential collaborators from client-facing teams, and the hiring manager. These interviews will focus on technical skills, problem-solving abilities, and collaboration style.
• Portfolio Review: A dedicated session will likely be scheduled to review your portfolio. Be prepared to walk through your most relevant projects, explaining your design process, challenges faced, solutions implemented, and results achieved.
• Final Interview: A final interview with senior leadership may occur to assess strategic thinking, leadership potential, and overall fit within the organization.

Portfolio Review Tips:

• Curate Selectively: Choose 3-5 of your strongest, most relevant projects that showcase your diverse skill set and impact. Prioritize projects that align with the requirements of this role (virtual learning, client enablement, technology adoption).
• Structure for Impact: For each project, clearly present:
  • The Challenge: What problem were you solving for the learner or business?
  • Your Role & Process: What was your specific contribution? Detail your design and development methodology.
  • The Solution: Describe the learning experience you created and the tools/technologies used.
  • The Results: Quantify the impact (e.g., improved completion rates, higher satisfaction scores, faster adoption, reduced errors). Use data and metrics.
• Highlight Operations Alignment: Emphasize how your work contributes to operational efficiency, client success, and revenue enablement. Frame your projects in terms of business outcomes.
• Prepare for Questions: Anticipate questions about your design choices, how you handle feedback, your experience with specific tools, and how you measure success.
• Showcase Versatility: Demonstrate your ability to create various types of learning content (video, eLearning, interactive modules, job aids).

Challenge Preparation:

• Instructional Design Scenarios: Be ready to discuss how you would approach designing training for a new software feature, a complex process, or a change management initiative.
• Project Management Scenarios: Prepare to discuss how you manage competing priorities, stakeholder expectations, and potential project roadblocks.
• Tool Proficiency: Be prepared to discuss your experience with Articulate 360, Adobe Creative Cloud, and other relevant design/project management software.
• Adult Learning Theory: Be able to articulate how you apply adult learning principles (e.g., Gagne's Nine Events, ADDIE, Bloom's Taxonomy) in your design work.

📝 Enhancement Note: The emphasis on a portfolio and case studies is a strong indicator of how Cox evaluates candidates for roles with direct business impact. Demonstrating quantifiable results and a clear understanding of the operational value of learning is crucial.

🛠 Tools & Technology Stack

Primary Tools:

• eLearning Development: Articulate 360 (Storyline, Rise), Adobe Captivate (less common but possible).
• Graphic Design: Adobe Creative Cloud Suite (Photoshop, Illustrator, InDesign), SnagIt for screen capture and basic editing.
• Video Production: Camtasia Studio, Adobe Premiere Pro (for more advanced editing), screen recording tools.
• Authoring & Content Creation: Microsoft Office 365 Suite (Word, PowerPoint, Excel) for documentation, presentations, and basic content creation.
• Project Management & Collaboration: SmartSheet, MS 365 (Teams, SharePoint), Rally (for Agile tracking).
• Generative AI: Tools for prompt engineering and leveraging AI to enhance efficiency in content creation, scripting, and idea generation.

Analytics & Reporting:

• Learning Analytics: Familiarity with Learning Management System (LMS) reporting capabilities to track learner progress, completion rates, and assessment scores.
• Business Intelligence Tools: Experience with tools like Power BI or Domo for analyzing training utilization, impact metrics, and ROI.

CRM & Automation:

• CRM Integration (Indirect): While not directly managing a CRM, understanding how learning content supports CRM adoption and usage by sales and client success teams is beneficial.
• Process Automation: Awareness of how learning development processes can be streamlined and automated.

📝 Enhancement Note: Proficiency in Articulate 360 and the Adobe Creative Cloud suite are non-negotiable for this role. The inclusion of project management and BI tools underscores the operational and analytical expectations. Familiarity with generative AI tools is a modern requirement for optimizing content creation workflows.

👥 Team Culture & Values

Operations Values:

• Client Focus: A deep commitment to client success, ensuring learning solutions directly contribute to their adoption, satisfaction, and business outcomes.
• Innovation & Continuous Improvement: A drive to explore and implement new learning technologies and methodologies to enhance effectiveness and efficiency.
• Collaboration & Partnership: Valuing strong working relationships with internal teams and external stakeholders to achieve shared goals.
• Data-Driven Decision Making: Utilizing data and analytics to guide learning strategy, measure impact, and inform improvements.
• Quality & Excellence: A dedication to producing high-quality, instructionally sound, and visually appealing learning materials that meet rigorous standards.
• Adaptability & Agility: Embracing change and responding effectively to evolving client needs and business priorities.

Collaboration Style:

• Cross-functional Integration: Actively engaging with Product, Sales, Client Success, and Marketing teams to gather insights, ensure alignment, and co-create learning solutions.
• Feedback-Oriented: A culture of giving and receiving constructive feedback on designs, content, and processes to drive continuous improvement.
• Knowledge Sharing: Encouraging the sharing of best practices, lessons learned, and innovative approaches within the L&D team and across relevant departments.
• Proactive Communication: Maintaining transparent and regular communication with all stakeholders regarding project status, potential risks, and achieved results.

📝 Enhancement Note: The emphasis on client success, data-driven approaches, and collaboration aligns perfectly with the objectives of GTM and revenue operations. This role is about enabling others to succeed, which is a core tenet of operational excellence in a client-facing organization.

⚡ Challenges & Growth Opportunities

Challenges:

• Balancing Multiple Projects: Effectively managing and prioritizing multiple complex instructional design and development projects simultaneously, each with unique client requirements and deadlines.
• Rapid Technology Evolution: Keeping pace with the fast-changing landscape of learning technologies, design tools, and adult learning theories to ensure content remains current and effective.
• Stakeholder Alignment: Navigating diverse stakeholder needs and expectations, ensuring buy-in and alignment on learning objectives, scope, and deliverables across different departments.
• Measuring Impact: Quantifying the direct impact of learning experiences on client adoption, satisfaction, and ultimately, revenue, which can be complex in a client-facing environment.
• Content Maintenance: Ensuring a large volume of existing client training content remains up-to-date, accurate, and relevant as products and processes evolve.

Learning & Development Opportunities:

• Advanced Instructional Design Certifications: Pursuing certifications in specialized areas of instructional design, learning technology, or adult learning theory.
• Emerging Technology Exploration: Opportunities to research, pilot, and integrate new learning technologies, including AI-driven tools, VR/AR applications, and advanced simulation software.
• Project Leadership Expansion: Taking on leadership of larger, more strategic, or enterprise-wide learning initiatives that have a broader business impact.
• Mentorship & Coaching: Developing skills in mentoring junior designers and analysts, further honing leadership and communication abilities.
• Industry Conferences & Networking: Attending relevant industry events (e.g., ATD, eLearning Guild) to stay abreast of trends, network with peers, and gain new insights.

📝 Enhancement Note: The challenges highlight the dynamic and demanding nature of operations roles focused on enablement. The growth opportunities are geared towards deepening expertise and expanding influence within the L&D and broader operations function.

💡 Interview Preparation

Strategy Questions:

• "Describe a complex client training project you led from conception to completion. What were the key challenges, how did you overcome them, and what was the measurable impact on client success or adoption?" (Focus on project management, problem-solving, and ROI.)
• "How do you approach designing learning experiences for a diverse client base with varying levels of technical proficiency and learning styles? Provide an example of how you've customized content." (Assess adaptability, audience analysis, and customization skills.)
• "Imagine a new Cox Automotive product is launching. Outline the steps you would take to design and deploy a comprehensive virtual training program for clients, including key stakeholders you would involve and tools you would use." (Demonstrate strategic planning and process thinking.)

Company & Culture Questions:

• "What do you know about Cox Automotive's mission and its role in transforming the automotive industry? How would your learning solutions contribute to this mission?" (Research the company and connect your role to its strategic goals.)
• "Describe your experience working in a remote or hybrid environment. How do you ensure effective collaboration and communication with distributed teams and stakeholders?" (Highlight self-management, communication strategies, and teamwork.)
• "How do you stay current with trends in learning technology and instructional design? Can you give an example of a new trend you've incorporated into your work?" (Showcase continuous learning and innovation.)

Portfolio Presentation Strategy:

• Tell a Story: For each portfolio piece, craft a narrative that clearly outlines the business problem, your strategic approach, the execution (including tools and processes), and the quantifiable results.
• Quantify Everything: Whenever possible, use data and metrics to demonstrate the impact of your work (e.g., "% increase in adoption," "% reduction in support tickets," "average time saved for clients").
• Highlight Operational Value: Frame your projects in terms of how they contribute to efficiency, client success, revenue enablement, and scalability – key operational metrics.
• Explain Your Process: Be ready to detail your instructional design methodology, how you collaborate with SMEs, and how you incorporate feedback.
• Showcase Tool Proficiency: Be prepared to discuss your experience with specific tools and how you leverage them to create effective learning solutions.

📝 Enhancement Note: Interview preparation should focus on demonstrating a blend of creative instructional design expertise and strong operational project management capabilities, with a clear understanding of how learning directly impacts business outcomes like client adoption and revenue.

📌 Application Steps

To apply for this Learning Experience Design Manager position:

• Submit Your Application: Complete the online application through the Cox Enterprises careers portal. Ensure all fields are accurately filled out.
• Tailor Your Resume: Optimize your resume to highlight keywords and responsibilities directly related to Learning Experience Design, Instructional Design, Project Management, client enablement, and the specific tools mentioned in the job description. Quantify your achievements with metrics.
• Prepare Your Portfolio: Assemble a digital portfolio that showcases 3-5 key projects. Ensure it includes detailed case studies with a clear problem, solution, your process, and measurable results. Prioritize projects demonstrating virtual learning design, client enablement, and technology adoption.
• Craft a Compelling Cover Letter: If a cover letter is optional or required, use it to express your enthusiasm for Cox Automotive, articulate how your skills align with the role's core responsibilities, and briefly highlight a key achievement or project relevant to client enablement.
• Research Cox Automotive: Familiarize yourself with Cox Automotive's business, its various brands (Autotrader, Kelley Blue Book, Manheim, vAuto), its mission, and its impact on the automotive industry. Understand how learning solutions contribute to their overall strategy.

⚠️ Important Notice: This enhanced job description provides a comprehensive overview based on industry standards and the provided data. Specific details, interview processes, and expectations should be confirmed directly with Cox Enterprises during the application and interview stages. The application deadline is October 7th, 2025.