Okay, I've searched for Senior Learning & Development Specialist roles in Jacksonville, FL, full-time, requiring 8+ years of experience, certification in training and development, and expertise in instructional design. I found 54 relevant positions available for you.

Sure. Here's the analysis:

Job Analysis:

The Senior Learning & Development Specialist at Fortegra is fundamentally hired to design, develop, and execute comprehensive training programs that directly enhance employee capabilities and align with the company's strategic objectives. This role requires a seasoned professional who can conduct thorough training needs analyses across individual, team, and organizational levels, ensuring learning interventions address real performance gaps and support career advancement. The candidate must adeptly manage the full lifecycle of learning initiatives—from conceptualization through delivery to evaluation—leveraging established adult learning theories such as ADDIE and Bloom’s Taxonomy to craft effective and scalable content. Given the emphasis on cross-functional collaboration, the specialist navigates complex internal dynamics, coordinating with subject matter experts and marketing teams to develop blended learning experiences that resonate with Fortegra’s culture and brand. Success in this role means becoming a trusted strategic partner who not only delivers impactful training but also drives continuous improvement by staying current with emerging trends and technologies. The ability to lead projects and potentially teams within a matrix or “Team of Teams” environment implies the need for strong organizational, interpersonal, and project management skills. Proficiency with learning management systems, content creation tools, and evaluation methods is vital, as is a solid grounding in adult learning principles to translate business needs into measurable development outcomes. The job’s complexity involves balancing strategic foresight with tactical execution and aligning learning initiatives with the company’s evolving goals, which calls for a blend of autonomy, judgment, and collaborative problem-solving.

Company Analysis:

Fortegra is a well-established multinational specialty insurer with a reputation for stability and excellence, evidenced by its A- (Excellent) rating from A.M. Best. With over 45 years in the industry, it operates in a niche market providing specialty insurance and service contract solutions that require a sophisticated understanding of risk management and partner success. This positioning influences the role by demanding a learning leader who appreciates the intricacies of underwriting, regulatory adherence, and the need for agility in a highly specialized, global environment. The company culture likely values reliability, innovation within risk frameworks, and a partner-centric mindset, which suggests a work environment that balances structured professionalism with opportunities for creative problem solving. The mention of a “Team of Teams” approach indicates a collaborative, cross-functional organizational dynamic that requires the Learning & Development Specialist to be an effective connector and communicator with visibility across departments, and potentially with senior leadership. Fortegra’s strategic focus on consistent profitability, underwriting rigor, and long-term partnerships suggests that this role serves a critical function in enabling employee growth and operational excellence to sustain competitive differentiation. Hiring a senior-level learning specialist aligns with broader goals of scaling capabilities, driving workforce performance, and nurturing a culture of continuous learning—all essential for maintaining their market position amid evolving insurance landscapes.

Absolutely. Here are some mock interview questions that could come up:

• Behavioral: Tell me about a time when you identified a critical training need that was not initially obvious to leadership. How did you assess it and ensure it was addressed effectively?
• Behavioral: Describe a challenging situation where you had to collaborate with multiple departments to develop a learning solution. How did you manage conflicting priorities and ensure alignment?
• Behavioral: How have you adapted a training program based on participant feedback or new trends? Can you share a specific example?
• Behavioral: Share an experience where you led a team or project in a complex organizational environment. What strategies did you use to motivate and coordinate your team?
• Technical: Walk me through how you would apply the ADDIE model when designing a new leadership development program for Fortegra employees.
• Technical: What key metrics or evaluation methods would you use to measure the effectiveness of a newly implemented training program, and why?
• Technical: How would you leverage a Learning Management System like Fortegra EDGE to enhance employee engagement and track development progress?
• Technical: Explain how you have used adult learning principles, such as Bloom’s Taxonomy or Kilpatrick’s Levels, in creating and evaluating training content.
• Situational: Imagine a department at Fortegra is resistant to adopting a new training program that is critical for compliance. How would you approach gaining their buy-in?
• Situational: You have a tight deadline to roll out training for a new insurance product and limited internal resources. How would you prioritize and execute the development and delivery?
• Situational: If post-training evaluations indicate minimal improvement in employee performance, what steps would you take to identify and address the underlying issues?
• Company Fit: What interests you most about working for Fortegra and how do you see your role contributing to our mission as a global specialty insurer?
• Company Fit: How do your professional values align with Fortegra’s emphasis on risk management, partnership, and consistent profitability?
• Company Fit: Describe how you stay current with trends in learning and development, and how you would bring innovation to Fortegra’s training initiatives.
• Questions for Interviewers: How does Fortegra’s "Team of Teams" approach concretely influence the day-to-day responsibilities and collaboration for this role?
• Questions for Interviewers: What are the biggest challenges this position is expected to address within the first year?
• Questions for Interviewers: How does Fortegra measure the impact of learning and development on overall business performance and employee satisfaction?