Learning & Delivery Specialist

Learning & Delivery Specialist Fortive

Role Summary

The Learning & Delivery Specialist helps Fortive Operating Companies build the capabilities they need to win by creating practical reusable learning content and curriculum that OpCos can deploy with minimal effort. This role turns OpCo voice of the customer and Fortive priorities into clear learning experiences that drive adoption and real behavior change in the flow of work.

In practice this role partners with Talent Enablement Partners Talent Planning People Insights and OpCo HRVPs to turn needs analysis into reusable learning pieces (targeting 80% shared core) that OpCos can tailor as needed. It has a bias for fast resourceful builds curating off-the-shelf learning where it fits using external benchmarks to raise quality and adding Fortive-specific context only when it makes the content more useful. This role owns design and Fortive-wide delivery moments; day-to-day OpCo delivery and activation stays with Talent Enablement Partners and OpCo HR.

Primary Responsibilities

1. Needs Translation & Intake

• Partner with Talent Planning People Insights Talent Enablement Partners OpCo HRVPs and FLT stakeholders to turn business strategy and talent signals into clear capability needs and learning outcomes that OpCos can use immediately.
• In partnership with Talent Planning understand OpCo needs to inform most common highest-impact learning and capability gaps to inform centralized content development.
• Frame learning demand in an 80/20 way: define the reusable core (so OpCos can move faster) and the last mile customization needed for local relevance and adoption.

2. Shared Curriculum & Content Development (Build the 80%)

• Design and develop curricula and content that OpCos can deploy with minimal frictionclear practical and built for real leader/employee use in the flow of work.
• Establish and maintain a shared set of learning content that covers priority capabilities including:

(TBD) GEM leadership capabilities FBS Fundamentals people leadership change management onboarding and other priority capabilities as defined by the roadmap.

• Build content with a reuse-first mindset: start with off-the-shelf learning when it fits then add Fortive or OpCo examples only when they improve usefulness uptake and outcomes.
• Support delivery of Fortive-wide learning moments and curriculum (ECO GMDP FBSLO ALE FLS etc.).
• Own the design and development of change management curriculum and capability-building content in partnership with the FBS Office for localized delivery through TE Partners.

3. Experimentation VOC and Learning Effectiveness

• Operate with a bias for quick pilots: test with one or more OpCos measure usefulness and adoption iterate fast and scale what works.
• Run tight VOC loops with Talent Enablement Partners learners and OpCo HR/people leaders to improve content clarity usability and real-world application.
• Define lightweight effectiveness measures (participation completion on-the-job use leader feedback and business-aligned outcomes where possible) and use results to refine the roadmap.

4. Leading Practices Benchmarks and Expert Network

• Maintain a leading practice library across OpCos (whats working assets approaches facilitators) so OpCos can reuse proven tools instead of starting from scratch.
• Facilitate simple benchmarking across OpCos and with external sources to keep content current practical and effective.
• Build and manage an internal and external expertise pool (SMEs facilitators vendors platforms and content sources) to accelerate development speed and qualityincluding researching and selecting best-fit options as needs evolve.
• Listen test and incorporate inputwhile keeping the bar high for quality and making sure content is easy for OpCos to reuse and deploy.

How the role works in practice

1. Start with the business need

• Use inputs from TE Partner needs analysis Talent Planning People Insights and FLT priorities to clarify what people need to do differently and who its forso OpCos know exactly why it matters.
• Confirm what good looks like and how learners will use the content in real work.

2. Curate first then build (scrappy by default)

• Scan existing Fortive content OpCo-leading practices and off-the-shelf content to identify the fastest path to an effective solution.
• Build the shared core once (80%) and design modular add-ons for OpCo customization when required.
• Customize for Fortive only when it increases relevance adoption and outcomes (e.g. language examples leader expectations GEM/FBS integration).

3. Pilot learn iterate then scale

• Run small pilots with OpCos to test learning design content usability and facilitation guidance before broad rollout.
• Collect VOC usage signals and facilitator feedback on content development; use feedback to quickly refine and improve effectiveness of content (prototype loops).
• Package for scale so OpCos can deploy consistently: facilitator guides leader toolkits participant materials and clear deployment guidance including what is delivered centrally versus through TE Partners or OpCo HR. For Partnership Programs define the handoff clearly: what the center delivers versus what the TE Partner supports.

4. Keep the library current and the network connected

• Continuously refresh the shared curriculum and leading practice library based on new OpCo innovations external benchmarks and evolving Fortive priorities.
• Connect the right internal/external experts to the right capability needsreducing reinvention and speeding deployment.

How This Role Fits in the Operating Model

The Learning & Delivery Specialist primarily operates within two of the three engagement patterns:

• Fortive Programs: Owns end-to-end design management and delivery of critical programs (e.g. FLS ALE ECO GMDP FBSLO). These are 100% center-designed and center-delivered.
• Partnership Programs: Builds the 80% reusable core curriculum for programs like PLE GEM Talent Edge and Change Management. The TE Partner then contextualizes the last 20% with OpCo-specific use cases and supports reinforcement and coaching.

This role also coordinates with Learning Operations (a separate team managing LMS talent technology assessment tools and on-site learning logistics) to ensure curriculum is accessible and deployable at scale.

Success Measures

Success in this role is defined by reusable curriculum that OpCos adopt and use and that gets better over time based on real feedback:

• A clear reusable core curriculum (80%) that OpCos can deploy quickly with strong adoption and positive VOC
• Faster time-to-deploy for new capability needs through effective curation and off-the-shelf reuse
• Higher quality and consistency of key Fortive learning experiences (onboarding leadership GEM/FBS learning)
• Evidence of iteration: pilots run learnings captured and content improved each cycle
• A living leading practice library that reduces reinvention and increases cross-OpCo sharing and reuse
• Evidence that content design enables behavior transfer measured through post-pilot application rates facilitator feedback on coaching usability and TE Partner quality ratings on content fit.

Required Experience & Capabilities

• Bachelors degree required ideally in Human Resources Learning & Development Education Organizational Development Industrial/Organizational Psychology Business or a related field. Masters degree preferred.
• Typically 68 years of experience across learning design curriculum development leadership development talent development instructional design or related capability-building roles.
• Strong learning design and curriculum development capability (needs analysis learning objectives content/curriculum build pilot iteration scale).
• High bias for experimentation and iteration; comfortable testing content quickly incorporating VOC and improving continuously.
• Resourceful builder mindset: able to curate adapt and integrate off-the-shelf learning efficiently (vs. creating everything from scratch).
• Fluency with modern learning delivery approaches and tools (blended learning cohorts leader toolkits micro-learning virtual/in-person facilitation guidance AI) to scale adoption across OpCos.
• Ability to build and manage an internal & external expertise network (SMEs facilitators vendors content providers) and to apply benchmarks/leading practices appropriately.
• Comfort partnering across a decentralized multi-OpCo modelbalancing local context with shared content consistency and reuse.
• Familiarity with change management frameworks and the ability to design change capability content that integrates with FBS and operating cadence.
• Learning technology orientation: able to shape content strategy that fits LMS capabilities and supports simple access search and reuse.

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