Senior Engagement & Development Specialist

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Senior Engagement & Development Specialist

Professional Grinnell, IA, US

3 days ago Requisition ID: 1194

Salary Range: $70,000.00 To $85,000.00 Annually

Senior Engagement & Development Specialist

Grinnell, Iowa | Hybrid, minimum 3 days onsite weekly

$70,000 to $85,000 annually + bonus potential up to 12%

Help Shape How Our People Learn, Grow & Succeed.

Are you an experienced Learning & Development professional with a strong HR foundation who enjoys building training programs, partnering with teams on development needs, and strengthening employee engagement?

At 2nd Adventure, the shared services organization behind Brownells and our family of businesses , we're looking for a Senior Engagement & Development Specialist who combines creativity, attention to detail, and hands‑on expertise in employee and leadership development.

Partnering directly with our Chief Human Resources Officer, you'll help build structured learning programs, strengthen employee engagement, and make a measurable difference in how our people grow and succeed.

What You'll Do

• Build L&D programs and processes: Identify skill gaps and partner with leaders to develop structured employee and leadership training programs, systems, and processes
• Create and facilitate learning: Develop engaging training programs and resources, including coordinating and facilitating new hire orientations
• Manage learning activities and systems: Coordinate training schedules, logistics, and records while using learning management systems (LMS) to administer, track, and report on training
• Strengthen employee engagement: Lead initiatives that promote connection, recognition, and a positive employee experience, including administering quarterly employee pulse surveys
• Turn data into action: Analyze HR data, engagement surveys, and training results to identify trends, recommend improvements, and evaluate program effectiveness
• Connect and communicate: Develop internal communications and coordinate employee initiatives that reinforce our mission and values

What You'll Bring

• Required: 4+ years of relevant professional experience, including hands‑on Learning & Development experience
• Required: Current SHRM-CP, SHRM-SCP, PHR, or SPHR certification
• Required: Hands‑on experience using learning management systems (LMS) to administer training, track completion, and maintain learning records
• Preferred: Experience managing employee engagement programs or initiatives
• Experience establishing structured L&D processes, improving training workflows, and supporting employee or leadership development initiatives
• Strong facilitation, presentation, and written communication skills , with the ability to engage employees and leaders at every level
• Strong analytical skills and comfort working with HR data, Excel, reporting, and program metrics
• Excellent organizational skills, attention to detail, and follow-through, with the ability to manage multiple priorities
• Solid understanding of HR practices, including retention, employee relations, and performance management, with flexibility to support broader People Team initiatives

Why Join 2nd Adventure?

Our purpose is Empower the Spirit of Independence and Adventure , and that starts with our people. You'll be part of a collaborative, values-driven organization where your ideas matter, your work has visibility, and you can help shape the future of employee and leadership development.

We also offer a competitive benefits package, including medical, dental, and vision coverage, a 5% 401(k) match, paid time off, paid holidays, and exclusive employee discounts.

DISCLAIMER: The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. In addition, the employer may consider whether the individual applying for or holding the position is qualified. There are two steps involved in this determination. The first concerns whether the applicant or current employee satisfies the prerequisites for the position. The second step involves whether or not the person can perform the essential functions with or without reasonable accommodation.