In the rapidly evolving landscape of corporate development, the role of an instructional designer has transformed from a simple content creator into that of a strategic architect, tasked with building comprehensive learning ecosystems that drive tangible business results. The Ontario Lottery & Gaming Corporation (OLG) has articulated a clear vision for such a professional, seeking a senior-level Learning Solutions Designer to join its “winning team.” This position is framed not as a production role but as a pivotal strategic function, empowering the ideal candidate to take full ownership of the learning lifecycle. Reporting directly to the Director of Learning & Change Enablement, this individual will be instrumental in crafting high-impact educational experiences that support employee growth and align with significant organizational change initiatives, solidifying their place as a key player in the company’s future success.
Defining the Role a Strategic Partnership
End-to-End Design and Development
The modern learning environment demands a multi-faceted approach, and this role is designed to be at the forefront of that evolution by empowering a designer with complete end-to-end ownership of the instructional process. The successful candidate will be a versatile professional responsible for producing a wide array of engaging and interactive learning solutions across numerous formats. This includes the development of sophisticated e-learning courses using the Articulate 360 suite, with a focus on Storyline for complex interactivity and Rise for responsive, mobile-friendly design. These digital offerings will be thoughtfully integrated into broader blended learning programs that also incorporate virtual instructor-led training (VILT), traditional in-person classroom sessions, concise video content, and targeted microlearning modules. The core objective is to create cohesive and effective programs that artfully combine these different modalities to cater to diverse learning needs and preferences, ensuring knowledge is not only acquired but also effectively retained and applied.
Beyond the final polished learning product, the designer must also meticulously craft all the foundational instructional materials that underpin a successful educational initiative. This detailed work involves developing comprehensive storyboards that map out the learning journey, writing clear and compelling scripts for video and audio narration, and creating valid, reliable assessments designed to accurately measure knowledge acquisition and skill development. Furthermore, the role requires the creation of practical performance support tools, such as job aids and quick reference guides, that employees can use in their daily workflow. A critical aspect of this responsibility is ensuring that all created assets are meticulously aligned with predefined learning objectives, designed for practical on-the-job application, and adhere to stringent accessibility standards, including AODA, as well as the company’s internal benchmarks for quality and brand consistency. This ensures that every component of the learning experience is purposeful, inclusive, and of the highest caliber.
Technical Stewardship and Continuous Improvement
A significant portion of this role extends into the technical and administrative management of all learning content, demanding a professional who is as comfortable with platform operations as they are with pedagogical principles. This responsibility involves the complete stewardship of digital learning assets within the organization’s Learning Management System (LMS) and Learning Experience Platform (LXP). The designer will be tasked with establishing and maintaining content templates, implementing robust version control protocols to manage updates and revisions, and overseeing the entire content lifecycle from its initial creation to eventual archival. A cornerstone of this function is conducting rigorous quality assurance, a multifaceted process that includes functionality testing across devices, ensuring full accessibility compliance, checking media quality, and verifying correct SCORM/xAPI packaging for seamless integration and tracking within the learning platforms. This technical oversight guarantees a smooth, reliable, and high-quality experience for every learner.
The position also carries a strong analytical component, positioning the designer as a key driver of data-informed decision-making and program enhancement. The professional is expected to run operational reports to track crucial metrics such as course enrollments, completion rates, and assessment outcomes, using this data as the foundation for evaluating the effectiveness of all learning solutions. This involves partnering closely with HRIS and IT departments to explore advanced analytics, new platform integrations, and system updates that can enhance the learning ecosystem. A vital responsibility is the systematic collection and analysis of learner feedback and engagement data. By synthesizing these qualitative and quantitative insights, the designer will present clear, actionable recommendations to stakeholders, fostering a culture of continuous improvement and ensuring that all learning programs evolve to meet the changing needs of the business and its employees.
The Designer as an Internal Consultant
This role is fundamentally collaborative, functioning as an internal consultant and strategic partner to various departments across the organization. The Learning Solutions Designer will work in close partnership with the broader Learning team, Subject Matter Experts (SMEs) from different business units, and key stakeholders to achieve shared goals. A primary function in this capacity is to accurately diagnose performance gaps and learning needs within the organization. Rather than defaulting to a single solution, the designer will leverage their expertise to recommend the most appropriate and effective intervention. This may involve building a highly customized learning solution internally, procuring a pre-existing program from an external vendor, or curating a collection of existing internal and external resources to address the specific need. This consultative approach ensures that resources are allocated efficiently and that the chosen solution is perfectly tailored to the problem at hand, maximizing impact and return on investment.
Functioning as a subject matter expert on adult learning principles and instructional technology, the designer will provide critical guidance and advice to leaders, HR Business Partners (HRBPs), and even external learning providers. This advisory capacity is crucial for ensuring that all educational initiatives, regardless of their origin, are aligned with both regulatory compliance requirements and overarching strategic business objectives. By acting as a central point of expertise, the designer helps to standardize the quality and effectiveness of learning across the enterprise. They will champion best practices in instructional design, promote the adoption of new learning technologies, and ensure that every learning experience is not only engaging and informative but also directly contributes to enhancing employee performance and driving the organization’s strategic priorities forward, solidifying the learning function as a vital contributor to business success.
Crafting the Ideal Candidate Profile
Educational and Professional Foundations
The job posting outlines a clear and specific profile for the desired candidate, emphasizing a strong combination of formal education and extensive, relevant professional experience. A foundational requirement for this role is a university or specialized degree in a field directly related to the position, such as Instructional Design, Learning Technology, or Adult Education. This academic background provides the essential theoretical knowledge of learning principles and design methodologies. However, this education must be complemented by a minimum of five years of direct, hands-on experience in both instructional design and e-learning development. Critically, this experience must have been gained within a large enterprise environment, a specification that underscores the need for a candidate who is adept at navigating the complexities, compliance standards, and multifaceted stakeholder dynamics that are characteristic of large-scale organizations.
While formal education and experience form the core requirements, the ideal candidate profile is further enhanced by specific professional certifications that signal a deep commitment to the field and a mastery of its practices. Credentials such as the Certified Professional in Learning and Performance (CPLP) or the Associate Professional in Talent Development (APTD) from the prestigious Association for Talent Development (ATD) are considered significant assets. The inclusion of other instructional design or Learning Experience Design (LxD) certificates also indicates a preference for individuals dedicated to continuous professional development. Furthermore, the job posting highlights Agile/Scrum certifications as a valuable asset, suggesting that the organization values candidates who are familiar with iterative and collaborative project management methodologies. This preference points to a desire for a designer who can manage complex projects efficiently, adapt to changing requirements, and work effectively within cross-functional teams to deliver high-quality learning solutions on time.
Technical Expertise and Core Competencies
Beyond academic and professional credentials, the role demands a high degree of technical proficiency with the core technologies that power modern corporate learning. Demonstrable, expert-level experience with the Articulate 360 suite, particularly Storyline for its advanced interactivity and Rise for its responsive design capabilities, is considered a non-negotiable skill. Additionally, the ideal candidate will have hands-on experience with video editing software like Camtasia and visual design tools such as Canva to create polished and engaging multimedia content. A deep and practical understanding of LMS and LXP administration—including publishing courses, conducting thorough testing, and generating insightful reports—is also a mandatory requirement. This technical skill set is rounded out by a strong command of industry standards like SCORM and xAPI, which are essential for ensuring seamless content deployment, interoperability, and robust data tracking across different learning platforms.
The organization is also forward-looking, explicitly noting that experience with emerging AI-enabled authoring tools is a “strong asset,” highlighting a focus on innovation and efficiency. However, technical skills alone are not sufficient. The role calls for a professional with excellent project management, prioritization, and stakeholder communication abilities to successfully juggle multiple initiatives and deadlines. The ideal candidate will possess a proven ability to apply effective instructional practices that not only drive learner engagement and knowledge retention but also lead to tangible, on-the-job application of new skills. They should have a natural curiosity for emerging learning trends and maintain a continuous improvement mindset. To validate these skills, a critical, non-negotiable requirement of the application process is the submission of a digital portfolio, which will serve as tangible proof of the candidate’s capabilities and the quality of their work.
The OLG Advantage Culture and Opportunity
Joining a Winning Team
OLG actively presents itself as a desirable employer by promoting a comprehensive benefits package meticulously designed to attract and retain top-tier talent in a competitive market. This package, referred to as the “Benefits of Joining the Winning Team,” includes a highly competitive employer-paid group benefits plan that provides extensive coverage for employees and their families. A significant and often sought-after component of the compensation structure is participation in the public service defined benefit pension plan, offering long-term financial security. In addition to a competitive base salary, the organization offers a performance-based variable pay program, rewarding employees for their direct contributions to the company’s success. The package is further enhanced by a competitive paid time off policy, ensuring a healthy work-life balance for all team members. This robust benefits offering demonstrates a clear commitment to the well-being and financial security of its workforce.
The organization’s commitment to its employees extends beyond financial compensation and benefits, fostering a culture centered on professional growth and personal development. OLG emphasizes its dedication to employee advancement by providing access to new opportunities within the company, offering personalized support to help individuals achieve their career goals, and granting access to 24/7 online learning programs that enable continuous skill development. A core value of Equity, Diversity, and Inclusion is prominently highlighted as being central to OLG’s corporate culture, creating an environment where all employees feel valued and respected. In a move that underscores a flexible and inclusive hiring philosophy, the organization explicitly encourages applicants to apply even if they do not meet every single listed qualification. This approach suggests an appreciation for transferable skills, a willingness to invest in promising candidates, and a focus on finding individuals with the right mindset and a strong desire to learn and grow with the company.
A Clear Path Forward
The path for this pivotal role was clearly defined, with a strategic focus on integrating advanced learning solutions into the core of the business. The individual selected would have needed to demonstrate not just technical acumen but a deep understanding of how targeted learning initiatives could drive performance and support organizational change. This required a candidate who could seamlessly transition between the roles of a hands-on developer, a data analyst, a strategic consultant, and a technology steward. The emphasis on a digital portfolio served as a critical evaluation tool, ensuring that the chosen designer possessed the proven ability to create effective, engaging, and polished learning experiences that aligned with the high standards of a large enterprise. The role was ultimately designed to elevate the learning function from a support service to a strategic partner in achieving key business objectives.
