Job Description

Description

INSTRUCTIONAL DESIGNER

HighPoint professionals focus on helping government agencies and companies implement their most critically strategic initiatives. The role of the Instructional Designer contributes to HighPoint through the design, development, and maintenance of instructional materials for job training products. 

JOB RESPONSIBILITIES:

• Create and design new and refresher user-centric training products and curriculum that are accurate, are correct, flow logically, and are consistent with established quality standards within assigned deadline.  
• Collaborate with curriculum team to revise current training products and curriculum on a regular basis to maintain accurate and current content. 
• Consult and work with subject matter experts and cross-department representatives to implement innovations into training products and curriculum.  
• Create, document, reinforce, socialize, suggest, and improve processes, standards, and best practices as needed. 
• Manage multiple deliverables and timelines to adhere to the established quality standards and processes, like Section 508 compliance, style guide consistencies, and other required review cycles.  
• Knowledge of instructional design tools including but not limited to Microsoft Office suite, Section 508 Accessibility Tools, SharePoint, Adobe Acrobat reader, and Snagit.  
• Advise on the impact of a change or improvement to new or current products and curriculum.  
• Demonstrate a service-first approach.  
• Promote collaboration and effective relationship building among the participants within the Instructional Design team and design projects.  
• Attend team, curriculum, and client meetings as needed.  
• Lead curriculum projects including driving leadership level decisions/initiatives down to project teams.  
• Lead key projects/initiatives.  
• Select, modify, or create a design and development model appropriate for a given project
• Select and use a variety of techniques to define and sequence instructional content.  
• Represent the Training team in presenting to the client and senior level leadership.   
• Occasionally seek out guidance and the appropriate resources to ensure that data is interpreted and a full analysis is completed at the product level. 
• Handle change management operations. 

KNOWLEDGE AND SKILLS REQUIREMENTS:     

• Ability to perform a comprehensive needs assessment.  
• Able to effectively design a course, write course objective, create effective assessment questions, and create appropriate activities.  
• Ability to translate complex concepts and ideas and convey them in a simple, easy-to-understand format and flow.  
• A consistent willingness to represent the interests of the ID team as appropriate.  
• Clear, timely communication regarding issues, opportunities, barriers, and project risks to all levels and groups; a high level of competence in identifying and adapting to various communications styles. 
• Ability to facilitate large group design meetings, focus groups, client meetings, and other initiative meetings. 
• Ability to successfully manage work through short timelines, regardless of complexity, and recognize when others are struggling to meet deadlines.  
• Ability to identify when there is an absence of leadership and demonstrate a willingness and aptitude for filling that void with positive results.  
• Understanding of the roles and responsibilities within the various groups supporting the contract and ability to productively navigate the political dynamics of government contractors.  
• Ability to effectively identify limitations and barriers at the product level and recommend and execute appropriate solutions and work-arounds that effectively take into consideration the health of the overall program/project  
• Willingness to actively seek out opportunities and be seen as an early adopter of new processes and tools.  
• A positive attitude toward change and ability to champion important initiatives around process and environmental changes.  
• Solid expertise in design and development of instructional materials, incorporating adult learning principles, Blooms Taxonomy, Kirkpatrick’s Levels of Evaluations, and other instructional design concepts.  
• Ability to take complex topics and convey them in a simple, easy-to-understand format and flow.  
• Ability to conduct needs analysis, write instructional objectives, recommend varied instructional models, create learning solutions, and integrate measurement standards.  
• Proven consultative skills and ability to collaborate and develop strong partnerships across the team, department, and organization.  
• Strong written and verbal communication skills along with sound presentation and facilitation skills.  

 EDUCATION AND YEARS OF EXPERIENCE REQUIREMENTS:

• Bachelor's degree from a 4-year college or university; or 4 years of instructional design and/or training delivery experience combined. 

ABOUT HIGHPOINT: 

HighPoint is a growth-oriented firm that provides a unique, differentiated employee culture relative to our federal market peers. We leverage this growth-oriented and employee-focused culture to attract and retain a higher grade of talent than our peers to be an employer of choice.

HighPoint helps government agencies elevate the citizen experience (CX) by improving the,touchpoints through which citizens interact with government. We were founded in 2006 by Ben Lanius with the spirit of transforming how agencies connect with and empower citizens to deliver on mission-critical objectives.        

At HighPoint, our focus is on delivering results that matter. We support and modernize our federal customer’s mission critical systems and functions. Agility is at our core: it is the mantra that drives us to succeed. We work quickly, analytically and deliver on agency priorities.        

HighPoint is privately held with 250 plus passionate employees across offices and locations in Indianapolis, Indiana; and Herndon, Virginia.        

HighPoint Digital, Inc. is an equal opportunity employer.  

HighPoint Digital, Inc. will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with HighPoint’s legal duty to furnish information.    

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