Learning Design Manager

📍 Job Overview

Job Title: Learning Design Manager

Company: Smithfield Foods

Location: Smithfield, Virginia, United States

Job Type: FULL_TIME

Category: Learning & Development Operations / Talent Development

Date Posted: May 13, 2026

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

Remote Status: On-site

🚀 Role Summary

• Lead and direct a digital learning design team to develop and implement innovative, comprehensive digital teaching and learning strategies for a global food production organization.

• Drive the end-to-end design, development, and implementation of engaging eLearning solutions, ensuring alignment with organizational goals and adult learning principles.

• Provide expert consultative services to business partners, focusing on instructional design, evaluation of educational technologies, and strategic support for learning initiatives.

• Manage workflow, project scheduling, and quality assurance for multiple learning projects, ensuring high-level service delivery and timely execution of deliverables.

📝 Enhancement Note: This role bridges instructional design with operational management. While not a traditional Revenue or Sales Operations role, it is crucial for GTM enablement and internal process efficiency, requiring strong project management, strategic planning, and the ability to translate business needs into effective learning solutions. The focus is on internal operations and employee development within a large manufacturing company.

📈 Primary Responsibilities

• Team Leadership & Management: Provide direction and leadership to the digital learning design team; establish clear goals, implement robust quality assurance practices, and define effective assessment methods for learning programs.

• Strategic Learning Development: Collaborate with business partners and Talent Development teams (Content, Coaching, Data) to identify opportunities for employee training and development, recommending strategic improvements and innovative solutions.

• End-to-End Project Management: Oversee the complete lifecycle of multiple learning projects, from initial conception and design through development and successful implementation, ensuring projects are delivered on time and within scope.

• Instructional Design & Innovation: Apply advanced instructional design principles, adult learning theories, and cutting-edge strategies to conceive, design, and develop engaging and effective eLearning courses and learning experiences.

• Content Creation & Multimedia Development: Utilize multimedia software and eLearning authoring tools (e.g., Articulate 360, Adobe Creative Suite, Camtasia) to design and develop creative assets, including storyboards, graphics, and videos, for learning modules.

• Technology Evaluation & Integration: Research, evaluate, and recommend new educational technologies and methodologies to enhance learning delivery and improve overall employee development programs.

• LMS Support & Administration: Serve as a backup to the Learning Management System (LMS) Coordinator, providing basic support and maintenance for LMS content, assets, and related resources.

• Best Practice Implementation: Continuously incorporate best practices for innovative and engaging eLearning, staying current with the latest trends in eLearning methods, learning theory, motivation theory, software, and techniques.

📝 Enhancement Note: The responsibilities emphasize a blend of strategic leadership, hands-on design, and operational management of learning projects. The "Identify Future Development Opportunities" responsibility highlights a proactive, consultative approach, crucial for aligning learning initiatives with broader business objectives, akin to how RevOps or Sales Ops aligns sales strategy with operational execution.

🎓 Skills & Qualifications

Education:

Experience:

• A minimum of 5+ years of progressive experience in instructional design, curriculum development, or a related learning and development role.

Required Skills:

• Instructional Design Expertise: Deep understanding and application of adult learning principles, ADDIE model, SAM model, and other instructional design methodologies.

• eLearning Authoring Tools: Proficiency with multimedia interactive authoring software such as Articulate Storyline 360, Adobe Creative Suite (Photoshop, Illustrator, Premiere Pro), and Camtasia.

• Project Management: Proven ability to manage multiple learning projects simultaneously, including scope definition, task prioritization, workflow management, and timely delivery.

• Content Development: Strong skills in storyboarding, graphic design, video production, and creating engaging digital learning content.

• Team Leadership: Experience leading, mentoring, and developing a team of instructional designers or creative professionals.

• Communication & Collaboration: Excellent verbal and written communication skills, with the ability to present complex ideas clearly and collaborate effectively with cross-functional teams and business partners.

Preferred Skills:

• Learning Management System (LMS) Administration: Familiarity with LMS platforms for content deployment, tracking, and reporting.

• Curriculum Design: Experience in designing comprehensive learning curricula and development paths.

• Change Management: Understanding of change management principles and how to integrate learning into organizational change initiatives.

• Data Analysis for Learning: Ability to interpret learning data and metrics to assess program effectiveness and identify areas for improvement.

• Food Industry or Manufacturing Experience: Knowledge of operational environments and training needs specific to the food production or manufacturing sector.

📝 Enhancement Note: The requirements emphasize a strong foundation in instructional design and a proven track record in managing both people and projects. The preference for LMS administration and data analysis skills suggests a need for operational efficiency and impact measurement, aligning with core operations principles.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Demonstrated Instructional Design Process: Showcase a portfolio with examples of structured instructional design processes used, from needs analysis and objective setting to evaluation and iteration.

• Project Management Case Studies: Include case studies detailing the management of complex learning projects, highlighting scope, timelines, challenges overcome, and successful outcomes.

• Tool Proficiency Examples: Provide examples of learning assets created using Articulate Storyline 360, Adobe Creative Suite, or Camtasia, demonstrating technical skill and creative application.

• Impact & ROI Demonstration: Where possible, include examples that illustrate the impact of learning solutions on employee performance, efficiency, or business objectives, quantifying results.

Process Documentation:

• Workflow Design & Optimization: Be prepared to discuss your approach to designing and optimizing learning development workflows to ensure efficiency and quality.

• Implementation & Automation: Showcase experience with implementing learning solutions and leveraging technology or automation to streamline the learning delivery process.

• Measurement & Performance Analysis: Demonstrate how you measure the effectiveness of learning programs and use data to inform continuous improvement cycles.

📝 Enhancement Note: For a Learning Design Manager, a portfolio is critical. It's not just about the final product but the process. Candidates should be ready to articulate their methodology for needs assessment, design, development, implementation, and evaluation, mirroring how operations professionals present process optimization case studies.

💵 Compensation & Benefits

Salary Range:

Benefits:

• Comprehensive Health & Wellness: Access to Medical Plans and Be Well Programs designed to support employee health and well-being.

• Professional Development: Opportunities for continuous learning through Professional Development Programs, LinkedIn Learning, and Tuition Assistance.

• Leadership & Growth: Participation in Leadership Development Initiatives and the Smithfield Scholarship Program, fostering career advancement.

• Education Reimbursement: Support for ongoing education through an Education Reimbursement Program.

• Relocation Package: A relocation package is available for eligible candidates.

Working Hours:

• Standard full-time work week, typically 40 hours per week. While core hours will be during business operations, flexibility may be offered in scheduling to accommodate project needs and team collaboration, with a focus on achieving deliverables rather than strict time adherence.

📝 Enhancement Note: The salary estimate is based on data from industry salary aggregators and job market analysis for similar roles in the specified geographic region and industry. Benefits are aligned with typical large corporate offerings, with a strong emphasis on employee development and well-being, reflecting Smithfield Foods' stated values.

🎯 Team & Company Context

🏢 Company Culture

Industry: Food Production & Manufacturing. Smithfield Foods is a major player in the global food industry, known for its pork production and processing. This context implies a need for robust training programs that address safety, quality control, operational efficiency, and compliance within a large-scale, fast-paced environment.

Company Size: Smithfield Foods is a large enterprise, employing tens of thousands of people globally. This scale means the Learning Design Manager will be responsible for developing and overseeing learning strategies that impact a significant workforce, requiring scalable solutions and robust process management.

Founded: Smithfield Foods has a long history, tracing its origins back to 1936. This longevity suggests a company culture that values established practices while also embracing innovation to remain competitive. The emphasis on "Core Four values - gratitude, communication, respect and accountability" indicates a culture that prioritizes strong interpersonal relationships and ethical conduct.

Team Structure:

• Learning & Development Team: The Learning Design Manager will likely lead a dedicated digital design team, which is part of a broader Talent Development function. This function may include specialists in content creation, coaching, and learning analytics.

• Reporting Structure: This role typically reports to a Director or VP of Talent Development or Learning & Development, overseeing the strategic direction and operational execution of digital learning initiatives.

• Cross-Functional Collaboration: Close collaboration with HR Business Partners, operational leaders, subject matter experts (SMEs) across various departments (e.g., Operations, Supply Chain, Sales), and IT will be essential for understanding needs and developing relevant learning solutions.

Methodology:

• Data-Driven Insights: Emphasis on using data from performance metrics and employee feedback to inform the design and improvement of learning programs.

• Agile & Iterative Design: While not explicitly stated, a modern approach to instructional design often involves iterative development and agile methodologies to adapt quickly to evolving business needs.

• Blended Learning Approaches: The organization likely utilizes a mix of digital learning (eLearning, virtual classrooms) and potentially in-person training, requiring versatile design skills.

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

📝 Enhancement Note: The company's industry and size suggest that learning programs are critical for operational consistency, safety, and efficiency. The Learning Design Manager will need to navigate a large corporate structure, aligning learning strategies with diverse business unit needs and corporate objectives.

📈 Career & Growth Analysis

Operations Career Level: This role is positioned as a mid-to-senior management level within the Learning & Development function. It requires a blend of specialized technical expertise in instructional design and leadership capabilities to manage a team and strategic projects. The scope involves influencing organizational development and employee performance across a large enterprise.

Reporting Structure: The Learning Design Manager typically reports to a higher-level L&D or Talent Development leader (e.g., Director of Talent Development). This structure allows for strategic alignment with broader HR and business goals, while the manager focuses on the execution and innovation of digital learning solutions.

Operations Impact: The impact of this role is significant. By designing effective learning programs, the manager directly contributes to:

• Improved Employee Performance: Enhancing skills and knowledge leads to better job execution, productivity, and quality.

• Operational Efficiency: Well-trained employees in areas like safety, compliance, and process adherence reduce errors, waste, and risk, directly impacting operational outcomes.

• Talent Retention & Development: Investing in employee growth through learning opportunities can boost morale and reduce turnover, a key operational concern.

• Change Management: Successful implementation of new processes, technologies, or strategies relies heavily on effective training, which this role enables.

Growth Opportunities:

• Leadership Advancement: Potential to move into Director-level roles within Talent Development or Learning & Development, overseeing larger teams and broader strategic initiatives.

• Specialization: Opportunity to deepen expertise in specific areas like advanced learning technologies, learning analytics, or organizational change management within the L&D domain.

• Cross-Functional Moves: Possibility to transition into other HR leadership roles or operational management positions that value strong process, project, and people management skills.

• Industry Expertise: Developing deep knowledge of learning strategies within the food manufacturing industry can open doors to senior roles in other large-scale, regulated industries.

📝 Enhancement Note: This role is crucial for operational excellence by ensuring the workforce is skilled and adaptable. Growth opportunities are tied to expanding leadership scope, deepening specialized L&D expertise, or leveraging transferable management skills into broader HR or operational leadership.

🌐 Work Environment

Office Type: This is an on-site position, likely located within Smithfield Foods' corporate support services or administrative facilities. The environment will be professional and corporate, geared towards supporting the company's extensive operational footprint.

Office Location(s): The primary location is Smithfield, VA, within the Support Services Building. This location suggests proximity to operational headquarters or key administrative functions. Smithfield Foods also has numerous operational facilities across the US and internationally, meaning the learning solutions developed will have broad applicability.

Workspace Context:

• Collaborative Environment: Expect a professional office setting that encourages collaboration with team members, SMEs, and business partners. This may involve shared workspaces, meeting rooms, and digital collaboration tools.

• Tools & Technology: Access to standard office technology, as well as specialized software for instructional design (Articulate 360, Adobe Suite), project management, and potentially LMS administration.

• Team Interaction: Regular opportunities for interaction with the digital design team, L&D colleagues, and stakeholders from various business units to discuss project needs, provide feedback, and align on learning strategies.

Work Schedule:

• The role is full-time, anticipated at 40 hours per week. While on-site presence is required, the company culture, as suggested by its values, likely supports efficient work practices. There might be some flexibility in daily start/end times, but core business hours and project deadlines will necessitate consistent availability. Up to 10% travel is also indicated for specific business needs.

📝 Enhancement Note: The on-site requirement in Smithfield, VA, is key. Candidates should be prepared for a traditional corporate office environment focused on team collaboration and accessibility to other departments critical for learning development.

📄 Application & Portfolio Review Process

Interview Process:

• Initial Screening: A recruiter or HR representative will likely conduct an initial phone screen to assess basic qualifications, experience, and cultural fit.

• Hiring Manager Interview: A detailed discussion with the hiring manager (likely Director of Talent Development) to delve into experience, leadership style, strategic thinking, and understanding of instructional design principles.

• Portfolio Review & Presentation: Candidates will be asked to present a selection of their work from their portfolio. This is a critical step to evaluate their design skills, process, and ability to articulate the impact of their learning solutions. Be prepared to walk through 2-3 key projects, explaining the needs, your approach, the tools used, and the outcomes.

• Team/Stakeholder Interviews: Interviews with members of the digital design team and/or key business partners to assess collaboration skills, communication style, and fit within the broader L&D and operational teams.

• Final Interview: Potentially with a senior leader (e.g., VP of HR/Talent) for a final assessment of strategic alignment and leadership potential.

Portfolio Review Tips:

• Curate Strategically: Select 2-3 diverse projects that best showcase your leadership, instructional design expertise, project management capabilities, and proficiency with key tools (Articulate 360, Adobe

Suite).

• Structure Your Narrative: For each project, clearly articulate:

  • The business problem or learning need.
  • Your specific role and responsibilities.
  • The instructional design process followed.
  • The tools and technologies utilized.
  • Key challenges encountered and how you overcame them.
  • The measurable results or impact achieved (e.g., improved performance, efficiency gains, positive feedback).

• Quantify Impact: Whenever possible, use data and metrics to demonstrate the effectiveness of your learning solutions. This is crucial for operations-minded organizations.

• Highlight Leadership: Emphasize your experience managing a team, prioritizing work, and collaborating with stakeholders.

Challenge Preparation:

• Scenario-Based Questions: Be ready for questions that present a hypothetical learning challenge within a corporate manufacturing environment. For example, "How would you design a training program for new safety protocols for plant floor employees?"

• Process Improvement Focus: Prepare to discuss how you would assess the effectiveness of existing training programs and propose improvements, focusing on efficiency and impact.

• Strategic Alignment: Think about how you would ensure learning initiatives align with Smithfield Foods' "Core Four values" and overall business objectives.

📝 Enhancement Note: The interview process will heavily scrutinize both technical design skills and leadership/management capabilities. A well-prepared portfolio presentation that demonstrates a clear, data-informed process and quantifiable impact is essential for success.

🛠 Tools & Technology Stack

Primary Tools:

• eLearning Authoring: Articulate Storyline 360 is explicitly mentioned and will be a primary tool. Proficiency is expected.

• Multimedia Production: Adobe Creative Suite (Photoshop, Illustrator for graphics; Premiere Pro, After Effects for video) and Camtasia for video editing and screen recording.

• Design & Prototyping: Tools like Adobe Illustrator and Photoshop for creating custom graphics and visual assets.

• Collaboration & Project Management: Standard office suites (Microsoft Office/Google Workspace) and potentially project management software (e.g., Asana, Trello, Jira) for workflow and task tracking.

Analytics & Reporting:

• Learning Management System (LMS): While a backup role, understanding LMS functionality for content deployment, user management, and basic reporting is beneficial. The specific LMS used by Smithfield Foods would be a key piece of information to ascertain.

• Learning Analytics Tools: Familiarity with how to interpret learning data and potentially using analytics dashboards to report on training effectiveness and ROI.

CRM & Automation:

• While not directly CRM-focused, understanding how learning integrates with employee development and performance management systems (which may link to HRIS or CRM data) is valuable. Automation might be involved in course deployment or assessment delivery via the LMS.

• Integration Tools: Awareness of how learning platforms integrate with HRIS (Human Resources Information Systems) for employee data synchronization.

📝 Enhancement Note: Proficiency with Articulate Storyline 360 and the Adobe Creative Suite is non-negotiable. Candidates should be prepared to discuss their experience with these tools and any other relevant multimedia or e-learning development software. Familiarity with LMS functionalities is also a plus.

👥 Team Culture & Values

Operations Values: Smithfield Foods emphasizes its "Core Four values":

• Gratitude: Fostering a positive and appreciative work environment where contributions are recognized. For operations, this translates to appreciating the hard work of front-line employees and recognizing the impact of effective training on their roles.

• Communication: Open, honest, and transparent communication across all levels. In L&D, this means clear communication about learning objectives, progress, and feedback, and actively soliciting input from stakeholders.

• Respect: Treating everyone with dignity and valuing diverse perspectives. This applies to interactions with direct reports, peers, and business partners, ensuring all voices are heard in the learning design process.

• Accountability: Taking ownership of actions and commitments. This means delivering on project timelines, ensuring the quality of learning materials, and being accountable for the impact of the learning programs designed.

Collaboration Style:

• Cross-Functional Integration: Expect a highly collaborative approach, working closely with SMEs from various departments to ensure instructional accuracy and relevance. This role acts as a bridge between specialized operational knowledge and effective learning delivery.

• Feedback-Driven Culture: A culture that encourages constructive feedback on learning materials and processes to drive continuous improvement. The manager should foster an environment where their team and stakeholders feel comfortable providing and receiving feedback.

• Knowledge Sharing: Encouraging a team environment where best practices, new techniques, and lessons learned are shared regularly to elevate the collective skill set and drive innovation in learning design.

📝 Enhancement Note: The candidate must demonstrate an understanding and embodiment of Smithfield's Core Four values. Their collaboration style should be proactive, communicative, and focused on delivering impactful, accountable solutions that respect diverse needs within the organization.

⚡ Challenges & Growth Opportunities

Challenges:

• Scalability Across a Large Organization: Developing learning solutions that are effective and relevant for a diverse workforce across multiple locations and job functions within a large company.

• Balancing Innovation with Operational Needs: Integrating cutting-edge eLearning methods while ensuring practicality, compliance, and safety requirements are met for a manufacturing environment.

• Measuring Impact & ROI: Quantifying the business impact of learning initiatives in a tangible way, especially for operational improvements and safety compliance.

• Keeping Pace with Technology: Continuously evaluating and adopting new learning technologies and methodologies to keep training engaging and effective.

Learning & Development Opportunities:

• Advanced Learning Technologies: Opportunities to explore and implement newer learning technologies, such as virtual reality (VR) or augmented reality (AR) for specialized training, or advanced AI-driven learning platforms.

• Leadership Development: Access to formal leadership training programs and mentorship to further develop management and strategic planning skills.

• Industry Certifications & Conferences: Support for attending industry conferences (e.g., ATD, eLearning Guild) and pursuing relevant certifications to stay at the forefront of learning design trends.

• Cross-Departmental Projects: Involvement in projects that span beyond L&D, offering exposure to other areas of the business and broadening strategic understanding.

📝 Enhancement Note: This role presents opportunities to tackle complex organizational learning challenges at scale. The growth potential is significant, especially for those who can demonstrate a strong ability to connect learning outcomes to tangible business results and operational improvements.

💡 Interview Preparation

Strategy Questions:

• Learning Strategy Development: "Describe your process for developing a comprehensive digital learning strategy for an organization like Smithfield Foods. How would you ensure it aligns with business goals and operational needs?" (Focus on needs analysis, stakeholder engagement, technology evaluation, and rollout planning).

• Team Management & Prioritization: "How do you prioritize competing learning project requests from different departments? How do you manage and motivate a team of instructional designers to deliver high-quality work under pressure?" (Highlight your project management framework, team leadership experience, and quality assurance processes).

• Problem-Solving & Innovation: "Imagine a scenario where a critical safety protocol needs to be implemented across all plant floors immediately. How would you leverage digital learning to ensure rapid, effective adoption and understanding?" (Demonstrate creative problem-solving, understanding of adult learning in high-stakes environments, and rapid deployment strategies).

Company & Culture Questions:

• Core Values Integration: "How would you ensure that our 'Core Four values' (Gratitude, Communication, Respect, Accountability) are reflected in the learning programs you design and the way your team operates?" (Prepare examples of how you've embedded company values into learning initiatives).

• Collaboration Approach: "How do you typically collaborate with Subject Matter Experts (SMEs) and business leaders to gather information and ensure the accuracy and relevance of training content?" (Focus on building relationships, active listening, and managing differing perspectives).

• Impact Measurement: "How do you measure the success and ROI of learning initiatives, particularly in a manufacturing setting where safety and efficiency are paramount?" (Be ready with examples of metrics and reporting, linking learning to operational KPIs).

Portfolio Presentation Strategy:

• Focus on Process, Not Just Product: Clearly articulate the "why" and "how" behind your most impactful projects.

• Tell a Story: Frame each case study as a narrative with a clear beginning (problem), middle (your solution and process), and end (results).

• Quantify Everything Possible: Use numbers, percentages, and data to demonstrate the effectiveness of your work and its contribution to business objectives.

• Highlight Leadership: Explicitly mention your role in managing the project, leading the team, and interacting with stakeholders.

• Be Prepared for Technical Deep Dives: Understand the tools you used well enough to discuss them in detail if asked.

📝 Enhancement Note: Interview preparation should focus on demonstrating a strategic mindset, strong leadership, practical application of instructional design principles, and a clear understanding of how learning impacts business operations and employee performance.

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Content Guidelines (Do not include this in the output)

Operations-Specific Focus:

Tailor every section specifically to revenue operations, sales operations, and GTM roles and operations industry context

Include operations strategy, process methodology, and workflow optimization information

Emphasize process portfolio requirements, case studies, and operations efficiency approaches

Address operations team dynamics, cross-functional collaboration, and operations culture

Focus on operations career progression, skill development, and growth opportunities

Quality Standards:

Ensure no content overlap between sections - each section must contain unique information

Only include Enhancement Notes when making significant inferences about operations processes, team structure, or process requirements

Be comprehensive but concise, prioritizing actionable information over descriptive text

Strategically distribute operations-related keywords throughout all sections naturally

Provide realistic salary ranges based on location, experience level, and operations discipline

Industry Expertise:

Include specific operations tools, software, and technical requirements relevant to the role

Address operations career progression paths and leadership opportunities

Provide tactical advice for operations portfolio development and process presentation

Include operations-specific interview preparation and process challenge guidance

Emphasize process documentation and ROI case study development

Professional Standards:

Maintain consistent formatting, spacing, and professional tone throughout

Use operations industry terminology appropriately and accurately

Include comprehensive benefits and growth opportunities relevant to operations professionals

Provide actionable insights that give operations candidates a competitive advantage

Focus on operations team culture, cross-functional collaboration, and efficiency impact measurement

Operations Strategy & Portfolio Focus:

Emphasize revenue operations methodologies and data-driven operations approaches

Include specific portfolio requirements tailored to the operations discipline and role level

Address operations automation knowledge, analytics tools, and process optimization proficiency

Focus on data analysis methods, A/B testing, and efficiency optimization approaches

Include process presentation skills and stakeholder communication requirements

Avoid:

Generic business jargon not relevant to operations roles

Placeholder text or incomplete sections

Repetitive content across different sections

Non-operations technical terminology unless relevant to the specific role

Marketing or sales language unrelated to operations strategy

Generate comprehensive, operations-focused content that serves as a valuable resource for operations professionals evaluating career opportunities and preparing for operations role applications.