Learning and Development Lead

Honor Technology’s mission is to change the way society cares for older adults. As a leader in aging care innovation, Honor provides the technology, tools, and services that empower older adults to live life on their own terms. Honor’s growing portfolio includes its consumer care brand, Home Instead, Inc., the world’s leading provider of in-home care for older adults. With a global franchise network and more than 100,000 Care Pros, Home Instead delivers over 50 million hours of personalized care annually.

Together, Honor and Home Instead are setting a new standard for aging in place, backed by powerful technology, compassionate care, and a commitment to aging on your own terms.

Join us to create a new and better aging experience for our clients, their families, and our Care Professionals. 

About the Team

The Network Innovation Office (NIO) is responsible for how new ideas, vendors, and operational changes are introduced to the Home Instead franchise network. We serve as the bridge between corporate strategy and network execution — vetting what comes in, managing how it gets tested, and determining what earns the right to scale. Our work spans change management, learning & development (L&D), strategic partnerships, vendor adoption strategy, pilot design and management, and cross-functional coordination to support and engender network growth.

We partner closely with Franchise Business Consultants, Data, Marketing, Sales, Legal, Engineering, and external vendors. Our mandate is to move fast, drive tangible results, and protect the network from unvalidated change while accelerating the adoption of what works.

About the Role

The Network Learning and Development Lead is responsible for the overall learning and development training strategy for the franchise network — designing, building, implementing, measuring, and managing training programs, materials, content, and resources.

As the Network Learning & Development Lead, you will own the end-to-end learning lifecycle for everything the NIO deploys to the franchise network. When we launch a new tool, roll out a new process, or scale a validated pilot, you are the person who ensures the people across the network — franchise owners, office staff, Care Pros, and HQ teams — are prepared to adopt it, execute it well, and sustain it over time.

This role is equal parts learning design and project management. You will partner with subject matter experts (SMEs) across the organization to rapidly develop high-quality training — extracting their knowledge, structuring it into effective learning experiences, and managing the production process so that content ships on time and at a standard appropriate for adult professionals. You will also measure whether your training actually works: tracking who completes it, whether their behavior changes, and whether trained participants outperform control groups. When you are not building or delivering training, you will contribute to the NIO’s broader project portfolio, applying your project management skills to help drive initiatives forward.

This role is ideal for someone who brings deep L&D expertise but also has the project management discipline to move work through a complex organization on a timeline. You should be comfortable working with SMEs who are busy and imperfect collaborators, managing multiple deliverables in parallel, and using data to demonstrate impact, not just completion.

This role requires availability during general company working hours but specific start and stop times are flexible based on geographical location. Occasional travel is required for key quarterly, semi-annual, and annual events including regional meetings and franchise owner conferences.

As a Network Learning & Development Lead, You Will

• Partner with subject matter experts to build training efficiently: Work with SMEs across the organization to extract their knowledge, structure it into effective learning content, and manage the production timeline. Your job is to make it easy for a busy SME to contribute their expertise without becoming a bottleneck. You drive the process, not them.
• Own the learning strategy for NIO initiatives: For each pilot, rollout, or network change, determine the appropriate learning approach based on the audience, complexity, and adoption requirements in collaboration with project leads. Select format (live training, self-paced modules, job aids, video, train-the-trainer), scope, length, and sequencing based on adult learning principles and the realities of a franchise audience.
• Develop and produce all training content: Design, write, and produce onboarding materials for pilot participants, educational modules for franchise staff, reference guides, quick-start documentation, facilitator guides, and any other learning assets required by NIO initiatives. Exercises should reflect real-world complexity, and the finished product should be audience-appropriate.
• Deliver and facilitate training: Lead live training sessions (virtual or in-person) for franchise owners, office staff, and other network audiences. Where a train-the-trainer model is more appropriate for scale, develop facilitator guides and certify trainers to deliver on the NIO’s behalf.
• Manage the LMS and learning platform presence: Manage content on our Learning Management System (LMS). Ensure content is published, accessible, current, and retired when no longer relevant. Collaborate with IT and Finance to manage the LMS vendor, Activated Insights.
• Measure training effectiveness, not just completion: Define how learning effectiveness will be measured for each initiative. Track completion rates and go further: design knowledge assessments, behavioral adoption metrics, and qualitative feedback loops that answer whether trained franchisees actually perform better. Report on outcomes, not just activity. This is how the NIO demonstrates that enablement drives results.
• Use data to improve content: Analyze completion rates, assessment scores, drop-off points, and post-training feedback to identify what’s working and what isn’t. Iterate on content based on evidence, not assumptions.
• Manage learning workstreams as projects: Treat every training development cycle as a project with a scope, timeline, milestones, dependencies, and stakeholders. Maintain project plans for active learning initiatives and communicate status, risks, and blockers proactively.
• Contribute to the NIO’s broader project portfolio: When training workload allows, apply your project management skills to support the NIO’s other initiatives including pilot coordination, vendor management, change management, and stakeholder communication.

Skills and Experiences We’re Looking For You to Bring

• Required: 5+ years of experience in learning and development, instructional design, or training program management
• Required: Experience with LMS platforms and content authoring tools
• Preferred: Bachelor’s or master’s degree in instructional design, education, organizational development, or related field
• Desirable: Experience in healthcare, franchising, or multi-unit operations

Exemplify Core Company Leadership Principles Including

• Mission First: Demonstrate a genuine passion for our mission. Prioritize decisions and activities that move the mission forward.
• Own the Outcome: Set a high bar for yourself and others. Be accountable for inputs and outcomes. Follow through from end-to-end, marshaling the right resources, escalating when appropriate, but never treating delegation as abdication. Treat expanding scope as expanding obligation, not expanding distance from the details.
• Drive Impact: Deliver meaningful, timely results. Move quickly and decisively, set a high bar, and continually strive for better, measuring success by outcomes, not activity. 
• Find Those Better Than Yourself: Seek out those that are better than you internally, listen to them, actively engage them in meaningful work, and develop alongside. Recognize and collaborate with exceptional talent and support their movement through the organization.
  
  
  

  Our range reflects the hiring range for this position.  We use national average to determine pay as we are a remote first company.  Individual pay is based on a number of factors including qualifications, skills, experience, education, and training.

  Base pay is just a part of our total rewards program.  Honor offers equity and 401K with up to a 4% match.  We provide medical, dental and vision coverage including zero cost plans for employees.  Short Term Disability, Long Term Disability and Life Insurance are fully employer paid with a voluntary additional Life Insurance option.  We offer a generous time off program, mental health benefits, wellness program, and discount program.

  Hiring Salary Range

   $141,300 - $157,000

At Honor, we put people first. Our leadership culture is guided by Leadership Principles that prioritize integrity, compassion, and excellence. We offer a unique opportunity to lead with purpose and make a meaningful impact no matter your role.

Honor is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, political affiliation or belief.