Retail Learning & Development Content Designer

📍 Job Overview

Job Title: Retail Learning & Development Content Designer Company: Vuori, Inc Location: Carlsbad, California, United States Job Type: Full-time Category: Learning & Development Operations / GTM Enablement Date Posted: 2025-07-30T18:20:03.074 Experience Level: 4+ Years Professional Experience Remote Status: On-site

🚀 Role Summary

• Spearhead the creation and iteration of impactful learning and development content tailored for a dynamic retail workforce, focusing on driving behavior change and fostering employee growth.
• Develop comprehensive onboarding and continuous learning journeys that align with Vuori's brand values and competencies, simplifying knowledge acquisition and reinforcing key skills.
• Collaborate cross-functionally with the Retail Learning and Development and People and Culture teams to identify learning needs, design effective content strategies, and implement innovative development programs.
• Champion the use of cutting-edge content design techniques and explore new modalities to enhance the learning experience, potentially recommending and implementing new platforms in the absence of a formal Learning Management System (LMS).

📝 Enhancement Note: While this role is in Learning & Development, its direct impact on the retail sales force and the focus on driving behavior change and building competencies positions it closely within GTM Enablement and Sales Operations disciplines. The need to design content that simplifies learning and inspires employees aligns with operational efficiency goals in employee development.

📈 Primary Responsibilities

• Design, develop, and iterate on engaging learning materials, including interactive training elements, to elevate the retail onboarding and overall learning journey for employees.
• Produce and edit captivating content across multiple modalities (e.g., in-person, virtual eLearning, self-paced resources, video) to ensure effective knowledge retention and behavior modification.
• Partner with the Director of Retail Learning and Senior Retail Learning Manager to define learning outcomes, assess content needs, and recommend/implement strategic learning solutions.
• Proactively gather and analyze feedback from learners and stakeholders to continuously refine and optimize learning programs, ensuring they consistently meet defined business and developmental outcomes.
• Lead the content creation process, ensuring all materials are aligned with brand standards, adult learning principles, and the specific needs of a fast-paced retail environment.

📝 Enhancement Note: The responsibilities emphasize a hands-on approach to content creation and a strategic input into learning program design. This indicates a need for strong project management skills within the L&D function and a deep understanding of how learning content directly influences front-line sales and customer service performance.

🎓 Skills & Qualifications

Education:

• A Bachelor's degree in a relevant field such as Instructional Design, Education, Human Resources, Communications, or a related discipline is often preferred for roles requiring curriculum planning and adult learning theory application.

Experience:

• A minimum of 4 years of professional experience in Learning & Development, Instructional Design, or a similar content creation role, with a proven track record of designing and developing engaging learning programs.
• Demonstrated experience working within or understanding the unique dynamics, pace, and needs of a retail workforce and customer-facing teams is crucial for tailoring content effectively.
• Experience in curriculum planning and development across various modalities, including in-person training, eLearning, self-paced modules, and video content.

Required Skills:

• Instructional Design: Strong knowledge of adult learning theories (e.g., ADDIE, Bloom's Taxonomy) and instructional design models to create effective and engaging learning experiences.
• Content Creation: Proficiency in designing, writing, and producing high-quality learning materials, including lesson plans, facilitator guides, participant workbooks, eLearning modules, video scripts, and job aids.
• Visual Design Acumen: A keen eye for visual design, with the ability to leverage brand standards and create aesthetically pleasing, user-friendly learning content that enhances engagement.
• Written Communication: Exceptional written communication skills, with the ability to craft clear, concise, and digestible copy, instructional text, audio/video scripts, and supporting materials.
• Time Management & Organization: Highly organized with strong time management skills, capable of setting and managing expectations, prioritizing competing demands, and meeting deadlines in a fast-paced environment.

Preferred Skills:

• Course Development Software: Familiarity with or proficiency in course development software such as Articulate Storyline/Rise, Vyond, WalkMe, or similar authoring tools.
• Learning Management System (LMS) Exposure: Experience with LMS platforms, or the ability to conceptualize and recommend learning delivery platforms in their absence.
• Retail Operations Knowledge: Deeper understanding of retail sales processes, customer service best practices, and the operational challenges faced by retail employees.
• Video Production/Editing: Basic skills in video production or editing software can be advantageous for creating multimedia learning content.

📝 Enhancement Note: The emphasis on a "craftsman mentality" and the need to "rethink traditional HR-models" suggests that candidates with a proactive, innovative approach to L&D will be highly valued. The mention of potentially recommending platforms in the absence of an LMS highlights the need for strategic thinking and resourcefulness.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Instructional Design Case Studies: Showcase a portfolio with at least 2-3 detailed case studies demonstrating the end-to-end instructional design process, from needs analysis to content development and evaluation.
• Content Modality Examples: Include diverse examples of created content, such as interactive eLearning modules, facilitator guides for in-person sessions, video scripts, or e-learning storyboards.
• Visual Design Integration: Provide examples that clearly illustrate the application of brand standards and strong visual design principles in learning materials.
• Impact Demonstration: Where possible, include metrics or qualitative feedback demonstrating the effectiveness and impact of the learning content on learner behavior or business outcomes.

Process Documentation:

• Needs Analysis & Design Documentation: Evidence of processes used for conducting learning needs analyses, defining learning objectives, and creating instructional design documents (e.g., storyboards, design plans).
• Content Development Workflow: Outline or showcase examples of workflows used for content creation, review, and iteration, especially when collaborating with subject matter experts (SMEs) and stakeholders.
• Feedback Integration: Demonstrate a process for gathering learner and stakeholder feedback and how this feedback is systematically used to refine and improve learning content.

📝 Enhancement Note: Given the role's focus on building programs from the ground up and the potential absence of a formal LMS, a portfolio that highlights adaptability, resourcefulness, and the ability to design scalable learning solutions will be critical. Demonstrating a structured approach to content creation and iteration is key.

💵 Compensation & Benefits

Salary Range:

• The provided salary range for this position is $93,400 - $120,120 per year.
• This range is competitive for a Content Designer role with over 4 years of experience in the Carlsbad, California area, reflecting the specialized skills in instructional design and retail L&D.

Benefits:

• Health Insurance: Comprehensive health insurance coverage.
• Savings and Retirement Plan: Access to a savings and retirement plan, likely including a 401(k) with potential company match.
• Employee Assistance Program (EAP): Support services for employees facing personal or work-related challenges.
• Generous Vuori Discount & Industry Perks: Significant discounts on Vuori products and other industry-related benefits.
• Paid Time Off (PTO): A comprehensive paid time off package for vacation, sick leave, and personal days.
• Wellness & Fitness Benefits: Programs or benefits that support employee well-being and physical fitness.

Working Hours:

• This is a full-time position. Standard working hours are typically 40 hours per week. While the role is on-site, there may be some flexibility in daily start/end times, subject to team and business needs, particularly around content development and collaboration deadlines.

📝 Enhancement Note: The salary range is at the mid-to-senior level for a specialized L&D content role, indicating the importance of this position to Vuori's retail operations and employee development strategy. The benefits package is typical for a growing company and emphasizes employee well-being and brand affinity.

🎯 Team & Company Context

🏢 Company Culture

Industry: Athletic Apparel / Retail Company Size: The provided data does not specify company size, but Vuori is a rapidly growing brand. A growing company often means more opportunities for impact and involvement in shaping processes. Founded: Vuori was founded in 2015. This relatively recent founding suggests a dynamic, modern, and potentially less hierarchical culture, common in successful DTC (Direct-to-Consumer) brands.

Team Structure:

• Reporting: The role reports directly to the Director, Retail Learning and Development, indicating a dedicated L&D function within the retail operations or People & Culture department.
• Collaboration: Close collaboration is expected with the Senior Retail Learning Manager and the broader People and Culture team, suggesting a cross-functional, team-oriented approach to employee development and engagement.
• Retail Focus: The team's primary focus is on enabling the success of Vuori's retail fleet, which includes store associates and managers, through effective learning programs.

Methodology:

• Data-Driven Development: The role requires gathering feedback and assessing outcomes, suggesting a data-informed approach to learning design and program effectiveness.
• Innovative Modalities: Vuori seems open to exploring new and cutting-edge content design techniques and rethinking traditional HR models, implying an agile and forward-thinking L&D methodology.
• Brand Integration: A strong emphasis on integrating Vuori's values and brand identity into all learning content is core to the company's culture.

Company Website: vuoriclothing.com

📝 Enhancement Note: Vuori's brand identity, rooted in "active coastal California lifestyle," suggests a culture that values health, well-being, creativity, and a positive, energetic atmosphere. This should be reflected in the tone and style of the learning content developed.

📈 Career & Growth Analysis

Operations Career Level: This role is an individual contributor position with a focus on specialized content design within the L&D function, supporting retail operations. It represents a mid-level career stage for L&D professionals. Reporting Structure: The role reports to the Director, Retail Learning and Development, providing clear guidance and strategic direction. This structure allows for focused contribution within a specialized area. Operations Impact: The content designer directly impacts the effectiveness of Vuori's retail teams, influencing customer experience, sales performance, and brand representation. By creating effective learning programs, they contribute to operational efficiency and revenue generation through better-trained staff.

Growth Opportunities:

• Skill Specialization: Opportunity to deepen expertise in instructional design, adult learning principles, and content creation across various modalities, potentially becoming a subject matter expert in retail L&D.
• Program Development: Lead the development of new onboarding and learning programs from conceptualization to execution, gaining experience in end-to-end program management.
• Cross-Functional Influence: Collaborate with various departments, allowing for broader business understanding and the opportunity to influence L&D strategy across the organization.
• Potential for Leadership: With demonstrated success and a proactive approach, there could be pathways to senior design roles, team lead positions, or management within the L&D or People & Culture departments as the company continues to scale.

📝 Enhancement Note: The "ground up" nature of building programs presents a significant opportunity for an ambitious L&D professional to make a tangible impact and build a strong portfolio of work that can accelerate career progression.

🌐 Work Environment

Office Type: On-site in Carlsbad, California. This implies a traditional office setting where in-person collaboration is expected and facilitated. Office Location(s): 5600 Avenida Encinas, Carlsbad, CA 92008. This location is in Southern California, known for its vibrant business environment.

Workspace Context:

• Collaborative Hub: The on-site nature suggests a collaborative workspace designed to foster interaction with the Director, Senior Retail Learning Manager, and the wider People and Culture team.
• Creative Environment: Expect a workspace that supports creative work, likely equipped with necessary technology for content creation, design software, and potentially multimedia tools.
• Retail Alignment: Being part of the retail support function means understanding and potentially interacting with teams that support the broader retail operations, providing context for the learning content.

Work Schedule:

• The role is full-time, with standard office hours. While specific daily schedules might have some flexibility, the on-site requirement means consistent presence during core business hours is expected for team collaboration and program development.

📝 Enhancement Note: An on-site role in Carlsbad, CA, offers the benefit of working within a well-established business hub, with potential for networking and experiencing the Southern California lifestyle. The collaborative aspect is key for an L&D role that needs input from various stakeholders.

📄 Application & Portfolio Review Process

Interview Process:

• Initial Screening: A review of your resume and portfolio to assess foundational skills and relevant experience.
• Hiring Manager Interview: A discussion with the Director, Retail Learning and Development to explore your experience, approach to L&D content design, and understanding of retail dynamics.
• Skills/Content Challenge: You may be asked to complete a small content design exercise or present a case study from your portfolio, demonstrating your ability to create engaging and effective learning materials.
• Cross-functional Interview: An interview with members of the People and Culture team or other stakeholders to assess cultural fit, collaboration style, and ability to work cross-functionally.
• Final Interview: Potentially with a senior leader to discuss strategic alignment and long-term fit.

Portfolio Review Tips:

• Curate for Relevance: Select 2-3 of your strongest, most relevant projects that best showcase your skills in instructional design, content creation for retail or similar environments, and visual design.
• Structure Your Case Studies: For each project, clearly outline the problem, your role, the solution (content/program designed), the tools/methodologies used, and the results or impact achieved. Use visuals liberally.
• Demonstrate Process: Highlight your instructional design process: how you conducted needs analysis, defined objectives, designed the content, and evaluated its effectiveness.
• Showcase Modalities: If possible, include examples of content in different formats (e.g., a short video, an interactive module screenshot, a facilitator guide excerpt).
• Quantify Impact: Whenever possible, use data or metrics to demonstrate the success of your work (e.g., improved test scores, reduced errors, positive feedback trends).

Challenge Preparation:

• Content Design Exercise: If given a challenge, focus on clearly defining the learning objectives first, then selecting the most appropriate modality and design approach. Keep it concise and aligned with brand aesthetics if a brand is provided.
• Stakeholder Communication: Be prepared to articulate your design choices and the rationale behind them, demonstrating how your content aligns with business goals and learner needs.
• Retail Context: Think about the fast-paced nature of retail, the diverse skill levels of employees, and how to make learning accessible and engaging for them.

📝 Enhancement Note: The emphasis on "building programs from the ground up" suggests that interviewers will be looking for candidates who are not just executors but also strategic thinkers and problem-solvers in the L&D space. Demonstrating initiative and a proactive approach in your portfolio and interview responses will be key.

🛠 Tools & Technology Stack

Primary Tools:

• Course Authoring Software: Proficiency with tools such as Articulate Storyline/Rise, Adobe Captivate, or similar eLearning development software is highly valued for creating interactive and engaging online learning content.
• Visual Design Tools: Familiarity with graphic design software like Adobe Creative Suite (Photoshop, Illustrator) or Canva for creating visually appealing graphics, layouts, and branding elements within learning materials.
• Video Creation/Editing Tools: Experience with video editing software (e.g., Adobe Premiere Pro, Final Cut Pro, Camtasia, Vyond) for producing and editing training videos.
• Content Management Systems (CMS) / Digital Asset Management (DAM): While not explicitly mentioned, experience with systems for organizing and distributing digital content may be beneficial.

Analytics & Reporting:

• Learning Analytics Tools: Familiarity with tools that track learner progress, engagement, and performance within eLearning modules or other learning platforms. This might include built-in LMS reporting or dedicated analytics platforms.
• Survey & Feedback Tools: Proficiency with tools like SurveyMonkey, Google Forms, or specialized L&D feedback platforms to gather and analyze learner feedback.

CRM & Automation:

• While not directly a CRM role, understanding how learning content integrates with broader employee lifecycle management, potentially within an HRIS or employee engagement platform, could be relevant. The mention of recommending platforms in the absence of an LMS suggests a need for understanding various delivery mechanisms.

📝 Enhancement Note: The requirement to "recommend platforms and tools that can deliver learning content to employees in the absence of a Learning Management System" indicates a need for the candidate to be knowledgeable about various learning delivery technologies beyond traditional LMS, such as learning experience platforms (LXPs), internal knowledge bases, or even sophisticated content repositories.

👥 Team Culture & Values

Operations Values:

• Craftsmanship & Quality: A commitment to producing high-quality, well-designed learning content that reflects the premium nature of the Vuori brand.
• Collaboration & Teamwork: A strong emphasis on working effectively with colleagues within the L&D and People & Culture teams, and with retail stakeholders.
• Innovation & Adaptability: Willingness to explore new modalities, challenge traditional approaches, and adapt to the evolving needs of a fast-growing retail organization.
• Employee Development: A core value of investing in the growth and success of every employee, fostering a culture of continuous learning and personal development.
• Data-Driven Improvement: A commitment to using feedback and data to measure the effectiveness of learning programs and drive continuous improvement.

Collaboration Style:

• Cross-functional Integration: Expect to work closely with various departments to gather insights, ensure accuracy, and align learning content with business objectives.
• Feedback-Driven Iteration: A culture that encourages open feedback to refine content and programs, fostering a collaborative design and development process.
• Knowledge Sharing: An environment where best practices and new ideas in L&D are shared and discussed openly to drive collective learning and improvement.

📝 Enhancement Note: Vuori's brand ethos—"clarity, enthusiasm and purpose"—likely permeates its internal culture. Expect a work environment that is energetic, purpose-driven, and focused on positive employee experiences, which should translate into the design of learning content.

⚡ Challenges & Growth Opportunities

Challenges:

• Building from Scratch: Developing comprehensive learning programs for a retail fleet in a growing company without an established LMS presents a challenge in defining infrastructure and scalable processes.
• Balancing Modalities: Creating effective content across diverse formats (in-person, digital, video) requires versatile skills and careful planning to ensure consistency and impact.
• Retail Workforce Needs: Adapting learning content to the unique schedules, learning styles, and environments of a busy retail workforce requires understanding and empathy.
• Measuring Impact: Demonstrating the ROI of L&D initiatives and content without robust tracking systems can be challenging, requiring creative feedback mechanisms and data collection strategies.

Learning & Development Opportunities:

• Strategic L&D Design: Opportunity to shape and build the L&D strategy for Vuori's retail operations from the ground up, gaining significant program design and implementation experience.
• Technology Exploration: The need to recommend and potentially implement new learning delivery platforms provides a chance to explore and gain expertise in emerging L&D technologies.
• Cross-Departmental Exposure: Working closely with People & Culture and retail leadership offers broad exposure to business operations and strategic decision-making.
• Career Pathing: Successful performance in this role can lead to opportunities for specialization in areas like digital learning, leadership development, or even management roles within the L&D function.

📝 Enhancement Note: The "ground up" nature of this role is a significant growth opportunity. Candidates who thrive in environments where they can define processes and build solutions will find this role particularly rewarding.

💡 Interview Preparation

Strategy Questions:

• Content Design Process: "Walk me through your process for designing a new learning module, from initial needs assessment to final delivery and evaluation." Be prepared to showcase your preferred instructional design model (e.g., ADDIE) and how you adapt it.
• Retail L&D Challenges: "What are the key challenges in developing effective learning for a retail workforce, and how would you address them?" Focus on accessibility, engagement, and translating brand values into practical skills.
• Platform Recommendation: "If Vuori needed to deliver bite-sized learning content to retail associates on mobile devices, what types of platforms or technologies would you recommend and why?" Demonstrate your awareness of modern learning delivery methods.

Company & Culture Questions:

• Brand Alignment: "How would you ensure that learning content reflects Vuori's brand values and coastal California lifestyle?" Discuss how you integrate brand identity into learning design.
• Collaboration Approach: "Describe a time you collaborated with subject matter experts or stakeholders to develop training content. What was your approach, and what were the outcomes?" Highlight your ability to manage relationships and gather input.
• Impact Measurement: "How do you measure the success of learning programs, especially in a retail setting where direct observation might be limited?" Discuss qualitative and quantitative feedback methods.

Portfolio Presentation Strategy:

• Tell a Story: For each portfolio piece, frame it as a narrative: the problem, your solution (the content), and the impact.
• Show, Don't Just Tell: Use visuals, screenshots, or short clips to demonstrate your design skills and the interactivity of your content.
• Highlight Process: Explain the "why" behind your design choices – why you chose a particular modality, instructional strategy, or visual element.
• Focus on Results: Emphasize any measurable outcomes or positive feedback you received for your work, demonstrating your effectiveness.
• Address the "Ground Up" Aspect: Be ready to discuss how you would approach building programs from scratch and your strategic thinking in that context.

📝 Enhancement Note: Interviewers will be looking for someone who can not only create great content but also think strategically about how learning programs support the overall retail business goals and contribute to employee success within Vuori's unique culture.

📌 Application Steps

To apply for this Retail Learning & Development Content Designer position:

• Submit your application through the provided job portal link.
• Portfolio Customization: Ensure your resume and portfolio are tailored to highlight your experience in instructional design, content creation for retail environments, and your ability to work with diverse learning modalities. Select 2-3 strong case studies that demonstrate your process and impact.
• Resume Optimization: Quantify your achievements whenever possible. Use keywords from the job description such as "instructional design," "content creation," "retail workforce," "adult learning theories," and "visual design."
• Interview Preparation: Practice presenting your portfolio projects, focusing on the narrative of problem, solution, and impact. Prepare thoughtful answers to common L&D and behavioral interview questions.
• Company Research: Familiarize yourself with Vuori's brand, products, and company culture. Understand their mission and values to articulate how your skills and approach align with their 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.