Learning Program Design Manager

📍 Job Overview

Job Title: Learning Program Design Manager

Company: Volvo Group

Location: Greensboro, North Carolina, United States

Job Type: Full-Time

Category: Learning & Development Operations / GTM Enablement

Date Posted: May 06, 2026

Experience Level: 2-5 years

Remote Status: On-site

🚀 Role Summary

• Spearhead the analysis, design, and development of innovative learning solutions for critical aftermarket audiences, including dealer networks and OEM field teams.

• Translate identified performance and proficiency gaps within parts, service, warranty, and fixed operations into engaging, learner-centric experiences.

• Establish and govern design standards, ensuring high-quality and rapid delivery of learning products that drive measurable business outcomes.

• Utilize AI-enabled tools and rapid design methodologies to accelerate development cycles and enhance the efficiency and effectiveness of learning content.

• Partner with Subject Matter Experts (SMEs), business leaders, and cross-functional teams to ensure learning solutions align with strategic business objectives and improve customer experience and operational uptime.

📝 Enhancement Note: This role sits within the broader GTM (Go-To-Market) and Operations function, specifically focused on enabling the aftermarket sales and service ecosystem. The emphasis on "Aftermarket Training" and "dealer network and OEM field teams" indicates a direct link to sales enablement and customer success operations, requiring a deep understanding of operational workflows and performance metrics within the automotive/transportation industry.

📈 Primary Responsibilities

• Conduct rapid and effective performance analysis in collaboration with business leaders and SMEs to pinpoint performance gaps and their root causes.

• Align learning solutions directly with aftermarket business objectives and measurable Key Performance Indicators (KPIs), such as service throughput, reduced downtime, parts performance, and warranty accuracy, establishing clear learning objectives and success metrics.

• Determine optimal solution approaches and modalities (e.g., Instructor-Led Training (ILT), Virtual Instructor-Led Training (VILT), eLearning, video, job aids, performance support, microlearning) to foster consistent adoption and proficiency.

• Apply adult learning principles, accessibility standards, and rapid design methodologies (e.g., focused analysis/design sprints, iterative prototyping) to ensure speed-to-market and effective sustainment of learning assets.

• Design and develop comprehensive learning and performance products, either end-to-end, collaboratively with developers, or by developing based on existing designs, ensuring accuracy, quality, and stakeholder approval.

• Serve as the liaison between subject matter specialists and media developers to produce high-quality training materials, including guides, job aids, interactive content, videos, and SCORM-compliant eLearning modules.

• Lead iterative design reviews to ensure learning objectives, assessments, and activities directly translate to desired on-the-job behaviors and performance metrics.

• Leverage AI-enabled tools to expedite storyboarding, scripting, asset creation, and quality checks, ensuring SME validation and adherence to established governance standards.

• Maintain meticulous documentation, source files, versions, and final deliverables, implementing robust governance for curriculum maintenance to keep content current with product, policy, process, and system changes (evergreen assets).

• Partner with cross-functional aftermarket stakeholders to prioritize learning demands, clarify scope, and manage trade-offs across competing priorities.

• Present solution designs, launch readiness plans, and progress updates to senior stakeholders at project milestones, clearly communicating decisions, risks, dependencies, and sustainment plans.

• Balance stakeholder needs with available capacity by setting clear expectations, negotiating timelines, and ensuring transparency in delivery status.

• Collaborate with trainers and facilitators early in the design process for ILT/VILT solutions to ensure effective deliverability and adoption.

• Engage with other Learning Design & Development colleagues to advance shared capabilities, standards, reusable assets, and best practices across the Competence Development department.

• Establish and reinforce rigorous standards for instructional design and development, including clear handoffs, quality checks, review cycles, and facilitation readiness, utilizing templates and governance frameworks.

• Provide instruction and guidance to trainers, participating in train-the-trainer sessions as needed to ensure design intent is accurately realized in delivery.

• Select and effectively utilize learning technologies, authoring tools, and AI-enabled development tools to enhance efficiency and product quality, applying appropriate governance and responsible use practices, and continuously improving team workflows.

• Promote continuous professional development by staying abreast of the latest learning trends, tools, and best practices, encouraging upskilling and knowledge sharing within the team.

• Design evaluation approaches aligned with the intended impact of learning solutions, up to and including Kirkpatrick Level 4 where feasible.

• Monitor learner feedback, adoption rates, proficiency measures, and business outcomes (e.g., uptime, service throughput, parts/warranty performance) to drive continuous improvement and inform enhancements.

• Ensure learning objectives, assessments, and performance measures remain aligned with evolving products and processes.

• Own the end-to-end design and development lifecycle for assigned aftermarket learning solutions, supporting dealer network and OEM field team capability needs from analysis through launch and sustainment.

• Influence business outcomes by improving human performance, learner proficiency, and the adoption of targeted processes, tools, and behaviors.

• Key success measures will include stakeholder satisfaction, on-time delivery, training adoption and completion rates, learner proficiency/assessment outcomes, certification attainment, and positive movement in business KPIs directly linked to the learning solution.

• Coordinate cross-functionally with LPMs, SMEs, trainers/facilitators, media developers, and external vendors/contractors as required.

📝 Enhancement Note: The responsibilities emphasize a strong blend of strategic thinking (needs analysis, solution strategy, KPI alignment) and tactical execution (design, development, content creation, tool utilization). The mention of "rapid design methodologies," "AI-enabled tools," and "evergreen assets" points to a need for agile operations within the learning development process, a common trait in fast-paced GTM and operational enablement functions.

🎓 Skills & Qualifications

Education:

• Degree or certification in Instructional Design, Adult Education, Graphic Design, Organizational Development, or a related field.

Experience:

• 2-5+ years of demonstrated experience in designing and developing learning solutions, with a strong focus on digital learning and performance support.

• Proven ability to partner effectively with Subject Matter Experts (SMEs) and business leaders to translate complex performance needs into clear learning objectives, designs, and actionable deliverables.

• Experience working with various authoring tools and common development formats, such as SCORM-compliant eLearning, video production, guides, job aids, and presentations.

Required Skills:

• Instructional Design: Expertise in applying adult learning principles and designing engaging, effective learning experiences across multiple modalities.

• Learning Needs Analysis: Proficiency in conducting thorough performance and needs assessments to identify critical gaps and root causes.

• Curriculum Development: Ability to design and structure comprehensive learning programs, including role-based curricula and certification pathways.

• Authoring Tools & eLearning Development: Hands-on experience with industry-standard authoring tools (e.g., Articulate Storyline/Rise, Adobe Captivate) for SCORM-compliant eLearning development.

• Stakeholder Management: Strong ability to collaborate with and influence cross-functional stakeholders, including business leaders, SMEs, and field teams.

• Performance Analysis: Skill in analyzing performance metrics and translating them into learning objectives and evaluation strategies.

• AI-Enabled Tools: Familiarity and willingness to leverage AI tools for accelerating content creation and enhancing design processes.

• Project Management Fundamentals: Ability to manage multiple design projects, prioritize tasks, and meet deadlines.

Preferred Skills:

• Kirkpatrick Evaluation Model: Experience in designing and implementing learning evaluations up to Level 4.

• Rapid Design Methodologies: Familiarity with agile or rapid instructional design approaches (e.g., ADDIE variations, SAM, design sprints).

• Video Production & Editing: Basic skills in video creation or editing for learning modules.

• Graphic Design Principles: Understanding of visual design principles to enhance learning materials.

• Aftermarket/Fixed Operations Knowledge: Specific domain expertise in automotive or heavy equipment parts, service, warranty, or fleet maintenance operations.

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

📝 Enhancement Note: The experience level and specific industry preference (aftermarket/fixed operations) are crucial for candidates to highlight. The inclusion of "AI-enabled tools" signals a forward-thinking approach to learning development, and candidates should be prepared to discuss their experience or interest in leveraging such technologies.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Process Improvement Case Studies: Showcase at least 2-3 detailed examples of learning programs you designed that directly addressed a specific performance gap and resulted in measurable improvements in operational efficiency, proficiency, or business KPIs.

• Design & Development Samples: Include diverse examples of developed learning assets, such as interactive eLearning modules (SCORM-compliant), job aids, quick reference guides, facilitator guides for ILT/VILT, and potentially short video scripts or storyboards.

• Needs Analysis Documentation: Provide a sample of a needs analysis report or a summary illustrating your process for identifying learning needs and defining clear learning objectives.

• Evaluation Strategy Examples: Demonstrate how you've planned for or executed learning evaluations, perhaps including sample survey questions, performance observation checklists, or reports on learning impact.

Process Documentation:

• Workflow Design & Optimization: Showcase your ability to map existing workflows, identify bottlenecks or areas for improvement, and design new learning processes or content that streamlines operations and enhances user proficiency.

• Implementation & Automation: Illustrate how you've considered the deployment and sustainment of learning solutions, including integration with LMS platforms or other systems, and how you might leverage automation to manage content updates or learner tracking.

• Measurement & Performance Analysis: Provide examples of how you've defined metrics for success, collected data on learning adoption and impact, and used this data to iterate and improve learning programs.

📝 Enhancement Note: For a role focused on program design and development, a strong portfolio is paramount. Candidates should focus on demonstrating not just the creation of content, but the strategic thinking behind it – how the learning addressed a business problem, how it was designed for impact, and how its effectiveness was measured.

💵 Compensation & Benefits

Salary Range: $96,000 - $118,500 annually

This salary range is based on the provided information for the Greensboro, NC location and the specified experience level.

Benefits:

• Competitive medical, dental, and vision insurance plans.

• Generous paid time off (PTO) package.

• Competitive matching retirement savings plans (e.g., 401k).

• Working environment that prioritizes employee safety, health, and wellbeing.

• Focus on professional and personal development opportunities through Volvo Group University.

Working Hours:

• The role is listed as full-time, implying approximately 40 hours per week.

• While the role is on-site, the mention of "rapid design methodologies" and "speed-to-market" suggests a dynamic work environment that may require flexibility to meet project deadlines.

📝 Enhancement Note: The provided salary range is specific to the US market and the listed experience level. The benefits package is comprehensive, with a particular emphasis on professional development, aligning with the nature of a learning and development role.

🎯 Team & Company Context

🏢 Company Culture

Industry: Transportation and Infrastructure Solutions (Manufacturing/Automotive)

Volvo Group is a global leader in manufacturing and distributing trucks, buses, construction equipment, and marine and industrial engines. The company is deeply invested in sustainable transport solutions and next-generation technologies. This industry context implies a focus on operational excellence, safety, reliability, and innovation.

Company Size: Large Enterprise (10,000+ employees globally)

Working within a large enterprise like Volvo Group means opportunities for significant impact, access to extensive resources, and exposure to complex, global operations. It also suggests established processes and a structured environment for learning and development initiatives.

Founded: 1900 (Volvo Group)

With a long history, Volvo Group (and its brands like Mack Trucks, founded in 1900) brings a legacy of engineering excellence and market leadership. This history signifies stability, deep industry knowledge, and a commitment to long-term growth and innovation.

Team Structure:

• The Learning Program Design Manager reports to the Senior Manager, Aftermarket Training, indicating a specialized team within a larger Learning & Development or Competence Development department.

• This team likely collaborates closely with other Learning Program Managers (LPMs), Subject Matter Experts (SMEs) from various operational departments (parts, service, warranty), and potentially external content developers or vendors.

Methodology:

• Data-Driven Learning Design: The role emphasizes aligning learning solutions with measurable KPIs and business outcomes, suggesting a data-driven approach to identify needs, design interventions, and evaluate impact.

• Rapid Design & Iterative Prototyping: The adoption of methodologies like focused analysis/design sprints and iterative prototyping points to an agile and efficient approach to content development, prioritizing speed-to-market and continuous improvement.

• AI-Assisted Development: The explicit mention of leveraging AI-enabled tools indicates a commitment to modernizing development processes, enhancing efficiency, and potentially exploring new creative avenues for content.

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

📝 Enhancement Note: The company's focus on "sustainable transport" and "next-gen technologies" provides a strategic backdrop for the learning programs. The mention of specific brands like Mack Trucks and Volvo Trucks highlights the diverse product portfolio and the need for tailored training across different customer segments and operational areas.

📈 Career & Growth Analysis

Operations Career Level: Mid-Level Specialist / Senior Individual Contributor

This role is positioned as a specialist responsible for the end-to-end design and development of learning programs. It requires a solid foundation of 2-5 years of experience, indicating a candidate who has moved beyond entry-level and is capable of independent work, strategic thinking, and significant project ownership within their domain.

Reporting Structure:

The Learning Program Design Manager reports to the Senior Manager, Aftermarket Training. This structure suggests a clear hierarchy within the learning function, with opportunities to learn from experienced management and contribute to strategic learning initiatives at a departmental level.

Operations Impact:

The role's impact is directly tied to improving human performance within the aftermarket ecosystem. By enhancing the skills and knowledge of dealer networks and OEM field teams, this position influences critical business outcomes such as:

• Increased Service Throughput: More efficient and effective service delivery by technicians.

• Reduced Downtime: Faster diagnosis and repair, keeping customer assets operational.

• Improved Parts Performance: Better understanding and promotion of parts offerings.

• Enhanced Warranty Accuracy: Reduced claim errors and processing times.

• Elevated Customer Experience: Knowledgeable staff leading to better customer satisfaction.

• Revenue Growth: Through more effective sales and service operations.

Growth Opportunities:

• Specialization & Expertise: Deepen expertise in specific areas of aftermarket operations or advanced learning design methodologies.

• Leadership Development: Potential to move into Senior Learning Program Management, Team Lead, or Senior Manager roles within Competence Development or broader GTM Enablement functions.

• Cross-Functional Mobility: Opportunities to work on learning initiatives for other business units within Volvo Group or transition into roles focused on GTM strategy, operations management, or performance consulting.

• Skill Expansion: Develop proficiency in new learning technologies, AI tools, and advanced evaluation techniques.

• Mentorship: Gain experience mentoring junior designers or facilitating train-the-trainer sessions.

📝 Enhancement Note: The role offers significant scope for impact by directly influencing the effectiveness of customer-facing operational teams. The growth path is clear within specialized L&D or broader GTM enablement, leveraging the candidate's expertise in performance improvement and operational workflows.

🌐 Work Environment

Office Type: On-site

The job description explicitly states the role is based in Greensboro, NC, and does not indicate remote work options, suggesting a traditional office-based environment.

Office Location(s):

• Greensboro, North Carolina, 27409, USA.

This location is within Guilford County, North Carolina. Candidates should consider commute times and local amenities.

Workspace Context:

• Collaborative Environment: The role requires close collaboration with SMEs, LPMs, business leaders, and potentially developers. The workspace is likely designed to foster teamwork, with meeting rooms, shared workspaces, and access to necessary communication tools.

• Operations Tools & Technology: Access to standard office productivity software, learning authoring tools (e.g., Articulate Suite), potentially AI development tools, and communication platforms (e.g., Microsoft Teams, email) is expected.

• Team Interaction: Frequent interaction with the immediate learning design team and broader aftermarket operations stakeholders. This will involve regular meetings, workshops, and feedback sessions.

Work Schedule:

• Standard full-time hours (approx. 40 hours per week) are expected.

• Given the emphasis on "speed-to-market" and "rapid design," there might be periods requiring focused effort or flexibility to meet project deadlines, though this is not explicitly stated as overtime.

📝 Enhancement Note: The on-site nature of the role is a key factor. Candidates should assess their comfort with a traditional office setting and the Greensboro location. The collaborative aspect suggests a dynamic and interactive work environment.

📄 Application & Portfolio Review Process

Interview Process:

• Initial Screening: Likely a recruiter or HR screen to assess basic qualifications and cultural fit.

• Hiring Manager Interview: In-depth discussion with the Senior Manager, Aftermarket Training, focusing on experience, skills, and approach to learning design and development. Expect questions about past projects, stakeholder management, and problem-solving.

• Skills Assessment/Portfolio Review: A crucial stage where candidates will be asked to present their portfolio. This may involve a dedicated session to walk through case studies, design samples, and demonstrate their thought process. They may also be given a small design or analysis exercise.

• Team/Cross-Functional Interviews: Meetings with other members of the learning team, potential SMEs, or key stakeholders from the aftermarket business to assess collaboration style and alignment with team dynamics.

• Final Interview: Potentially with a higher-level manager or director to confirm fit and discuss the role's strategic importance.

Portfolio Review Tips:

• Curate Strategically: Select 2-3 of your strongest, most relevant projects that showcase your ability to address performance gaps in operational contexts (ideally aftermarket/service related).

• Tell a Story: For each case study, clearly articulate the problem (performance gap), your proposed solution (learning design), the process you followed, the tools you used, and the measurable results or impact achieved. Quantify outcomes whenever possible (e.g., "reduced error rate by X%", "increased technician proficiency by Y%").

• Showcase Versatility: Include samples demonstrating a range of modalities (e-learning, job aids, VILT, etc.) and design approaches.

• Highlight Process & Analysis: Be prepared to discuss your needs analysis process, how you collaborated with SMEs, and how you designed for evaluation and sustainment.

• Tool Proficiency: Be ready to discuss your experience with specific authoring tools and any AI tools you've utilized.

• Professional Presentation: Ensure your portfolio is well-organized, visually appealing, and easy to navigate. Practice your presentation to ensure a smooth and confident delivery.

Challenge Preparation:

• Design Scenario: You might be given a brief scenario describing a performance issue within the aftermarket and asked to outline your approach to designing a learning solution, including needs analysis, objectives, modalities, and evaluation.

• Content Critique: You could be asked to review a piece of existing training material and provide constructive feedback on its effectiveness, alignment to objectives, and potential improvements.

• SME Collaboration Simulation: Be prepared to discuss how you would approach working with a reluctant or time-constrained SME.

📝 Enhancement Note: The portfolio review is a critical gating item. Candidates should prepare meticulously, focusing on demonstrating tangible results and a systematic, data-informed approach to learning design that directly impacts operational performance.

🛠 Tools & Technology Stack

Primary Tools:

• Learning Authoring Tools: Expertise in industry-standard tools is essential. Examples include:

  • Articulate 360 (Storyline, Rise)
  • Adobe Captivate
  • Camtasia (for video editing)

• AI-Enabled Development Tools: Familiarity with emerging AI tools for content generation, scripting, asset creation, or quality assurance (e.g., tools for AI-powered scriptwriting, image generation, or content summarization).

• Presentation Software: Microsoft PowerPoint, Google Slides for storyboarding, proposals, and presentations.

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

Analytics & Reporting:

• Learning Management Systems (LMS): Experience with deploying, managing, or analyzing data from an LMS (e.g., Workday Learning, Cornerstone OnDemand, SAP SuccessFactors Learning).

• Data Analysis Tools: Basic proficiency in Excel for data manipulation and analysis; familiarity with BI tools like Tableau or Power BI for visualizing learning data and impact metrics.

• Survey/Feedback Tools: Tools like SurveyMonkey or Microsoft Forms for collecting learner feedback.

CRM & Automation:

• While not directly managing CRM, understanding how learning impacts CRM-related metrics (e.g., sales performance, customer satisfaction scores) is beneficial.

• Integration Concepts: Awareness of how learning content is integrated and delivered through various platforms.

📝 Enhancement Note: The emphasis on "AI-enabled tools" is a key differentiator. Candidates should be prepared to discuss specific tools they have used or their understanding of how AI can enhance instructional design workflows. Proficiency with standard authoring tools is a baseline requirement.

👥 Team Culture & Values

Operations Values:

• Customer Focus: A strong commitment to improving the customer experience through better-trained dealer and field personnel.

• Efficiency & Speed: A drive to deliver high-quality learning solutions quickly and effectively, using rapid design methodologies.

• Data-Driven Decision Making: Utilizing performance data and learner feedback to inform design choices and measure impact.

• Collaboration & Teamwork: A belief in working together across departments and with SMEs to achieve common goals.

• Continuous Improvement: A dedication to ongoing learning, skill development, and refining processes.

• Innovation: Embracing new technologies and methodologies, such as AI, to enhance learning delivery.

Collaboration Style:

• Partnership-Oriented: Working closely with business stakeholders to understand needs and co-create solutions.

• Cross-Functional Integration: Seamlessly integrating learning design efforts with other operational functions and enablement teams.

• Feedback-Driven: Actively seeking and providing constructive feedback to ensure the quality and effectiveness of learning materials.

• Knowledge Sharing: A culture of sharing best practices, insights, and lessons learned within the learning team and across the organization.

• Proactive Communication: Maintaining transparency with stakeholders regarding project status, risks, and dependencies.

📝 Enhancement Note: The company values, particularly "efficiency," "speed," and "innovation," align directly with the "rapid design methodologies" and "AI-enabled tools" mentioned in the role's responsibilities. Candidates should demonstrate how their work ethic and approach reflect these values.

⚡ Challenges & Growth Opportunities

Challenges:

• Balancing Speed and Quality: The need to deliver learning solutions rapidly while maintaining high standards of instructional design and content accuracy.

• Managing Diverse Stakeholder Needs: Navigating competing priorities and expectations from various business units, dealer networks, and OEM field teams.

• Keeping Content Current: Ensuring learning materials remain up-to-date with rapidly evolving products, policies, and systems in the dynamic transportation industry.

• Measuring True Impact: Designing effective evaluation strategies that clearly link learning interventions to tangible business outcomes and ROI.

• Adoption and Application: Ensuring that learners not only complete training but also effectively apply new knowledge and skills on the job.

Learning & Development Opportunities:

• Advanced Instructional Design Techniques: Opportunities to master new methodologies, such as performance consulting, gamification, or immersive learning experiences.

• AI in Learning: Deepening expertise in leveraging AI tools for content creation, personalization, and data analysis within learning development.

• Industry Best Practices: Staying current with emerging trends in adult learning, GTM enablement, and corporate training through conferences, webinars, and professional development programs.

• Leadership and Mentorship: Potential to take on leadership responsibilities within projects or mentor junior team members.

• Cross-Functional Exposure: Gaining deeper insights into various aspects of the aftermarket business (sales, service, parts, warranty) through project work.

📝 Enhancement Note: The challenges presented are common in GTM enablement and operations roles. Highlighting how one has successfully navigated these challenges in past roles will be a strong point for candidates. The growth opportunities are substantial, allowing for deep specialization or broader career development within Volvo Group.

💡 Interview Preparation

Strategy Questions:

• "Describe a time you had to design a learning solution for a complex technical process or product. What was your approach, and what were the results?"

• "How do you balance the need for rapid content development with ensuring instructional integrity and adult learning principles?"

• "Walk me through your process for conducting a learning needs analysis and translating those needs into measurable learning objectives."

• "How do you ensure your learning designs are accessible and inclusive for a diverse audience?"

Company & Culture Questions:

• "What do you know about Volvo Group's commitment to sustainability in transport?"

• "How do you see this role contributing to the overall success of Volvo's aftermarket operations?"

• "Based on our company values, how would you approach a situation where a key stakeholder is pushing for a quick-fix training solution that might not be pedagogically sound?"

Portfolio Presentation Strategy:

• Focus on Impact: For each project presented, clearly articulate the business problem, your specific role and actions, the learning solution designed and developed, and the quantifiable results (e.g., improved efficiency, reduced errors, increased sales, better customer satisfaction).

• Process Clarity: Be ready to detail your step-by-step process, from initial analysis through design, development, and evaluation.

• Stakeholder Collaboration: Highlight how you effectively partnered with SMEs and business leaders, managing expectations and gaining buy-in.

• Tool Demonstration: If possible, show snippets of your work or explain how you leveraged specific authoring or AI tools.

• Conciseness and Engagement: Keep your presentation focused, engaging, and within the allotted time. Be prepared for follow-up questions.

📝 Enhancement Note: Candidates should prepare specific examples that align with the responsibilities outlined, particularly those involving aftermarket operations, rapid design, and measurable business impact. Demonstrating an understanding of Volvo Group's business context and values will be crucial.

📌 Application Steps

To apply for this Learning Program Design Manager position:

• Submit your application through the provided link on the Volvo Group jobs portal.

• Portfolio Customization: Tailor your resume and cover letter to highlight your experience in instructional design, learning needs analysis, content development (especially for technical/operational topics), and your ability to drive measurable business impact. Ensure your portfolio is readily accessible and showcases your strongest, most relevant work.

• Resume Optimization: Clearly articulate your 2-5 years of experience, emphasizing accomplishments related to designing and developing learning solutions for operational teams, aftermarket support, or similar B2B environments. Quantify your achievements whenever possible.

• Interview Preparation: Practice articulating your design process, stakeholder management skills, and how you leverage technology (including AI) to create effective learning programs. Prepare to present your portfolio with a focus on results and impact.

• Company Research: Familiarize yourself with Volvo Group's brands (Mack, Volvo Trucks), their commitment to sustainable transport, and their aftermarket services. Understand their core values and consider how your approach to learning design aligns with their operational goals.

⚠️ 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.