Learning & Development Specialist

About PrePass

PrePass® is North America's most trusted weigh station bypass and toll management platform. We’re transforming how the transportation industry operates—creating solutions that keep trucks moving safely, efficiently, and compliantly. This means making bold decisions and building systems that support not only fleets but the broader economy. It all starts with enabling commercial vehicles to keep rolling with seamless toll management, weigh station bypass, and safety solutions. It’s what we do best, and we do it to meet the demands of the road every day.

That’s why people join us: our solutions are implemented in real-time, on highways and interstates across the nation, helping fleets go farther, faster. This work challenges and rewards, presenting complex problems that need ambitious answers. We hire bold thinkers with a heart for impact, a passion for progress, and the optimism to shape the future of transportation.

About the Role

We are seeking a dynamic and experienced Learning & Development Specialist to design, deliver, and continuously improve employee development programs across the organization. In this role, you will partner closely with department leaders to assess learning needs, build impactful training experiences, and foster a culture of continuous growth. This position plays a key role in aligning employee development with business priorities and driving organizational effectiveness.

Essential Responsibilities

Product and Business Knowledge

• Develop and maintain product knowledge training covering core features, use cases, competitive positioning, and compliance requirements.
• Build business acumen curriculum that includes industry insights, organizational structure, customer segments, and company goals and initiatives.
• Partner with leaders and internal learning resources to ensure content reflects current product capabilities and business priorities.
• Create resources that help employees connect day-to-day responsibilities to broader company goals and the competitive landscape.

Role-Specific Onboarding Framework

• Design and manage a structured onboarding experience from pre-start through the first 90 days, including company orientation, role-specific training, and relationship-building activities.
• Collaborate with hiring managers and department leaders to develop onboarding tracks that accelerate time-to-productivity.
• Integrate product knowledge, business acumen, and core values into onboarding to establish a strong cultural and operational foundation.
• Evaluate onboarding effectiveness through new hire feedback and 30/60/90-day check-ins, and iterate based on insights.

Skills & Capability Development

• Partner with the Organizational Development & Effectiveness Manager to conduct organization-wide skills and capability assessments aligned with role requirements and business goals.
• Translate assessment findings into targeted upskilling programs tied to role competencies and career pathways.
• Collaborate with department leaders to prioritize skill-building initiatives and define measurable outcomes.
• Track and report on upskilling progress and capability improvements to HR and business stakeholders.

Learning Content Development

• Design and develop high-quality learning materials, including e-learning modules, facilitator guides, job aids, reference documents, and assessments.
• Apply instructional design principles and adult learning theory to ensure content is engaging, relevant, and applicable.
• Maintain a library of up-to-date learning materials aligned with current processes, tools, and expectations.
• Partner with subject matter experts to translate complex or technical information into clear, learner-friendly content.

Blended Learning Strategy

• Design blended learning programs that combine instructor-led training, virtual sessions, self-paced learning, on-the-job application, and peer learning.
• Select appropriate delivery methods based on audience, content complexity, and business needs.
• Utilize e-learning authoring tools (e.g., Articulate 360, Adobe Captivate) to develop interactive learning experiences.
• Evaluate program effectiveness and refine delivery strategies based on learner feedback and performance data.

Cross-Functional Collaboration

• Build strong partnerships with department leaders, managers, and subject matter experts to align learning initiatives with business goals.
• Serve as a consultative L&D resource, advising stakeholders on strategy, design, and delivery.
• Partner with the HR team to support learning across the employee lifecycle.
• Participate in cross-functional initiatives to integrate development opportunities into broader business efforts.