Job Description

Description

LMS Administrator

KNOWLEDGE AND SKILLS REQUIREMENTS: 

• Experience using SAP NS2 SuccessFactors preferred. 
• Ability to manage technical data, processing procedures, policies, and best practices. 
• Skilled use of Microsoft Office Suite, specifically Microsoft Excel. 
• Skilled creative problem-solving in a fast-paced environment. 
• Initiative to stay current on latest products, system releases, processes, and industry trends. 
• Superior organizational skills, attention to detail, and ability to prioritize and manage multiple tasks. 
• Knowledge of client and call center operations’ processes and procedures. 

JOB RESPONSIBILITIES:

• Configures, maintains, and manages all aspects of the LMS.  
• Provide LMS Administrator access to more than 50 customer partners to administer their own external users.  
• Provide Train-the Trainer support for new LMS administrators.
• Manages user accounts, permissions, system updates.
• Assists with troubleshooting technical issues. 
• Add or edit entities in the system (e.g., items, content objects, objectives, assessments, reports). 
• Research and resolve LMS functionality issues. 
• Set up and work with curricula, large-scale course deployments, and assessments. 
• Participate in client meetings related to support modifications, configurations, and customizations of training delivery. 
• Evaluate requests and determine the level of support and documentation required. 
• Partner with management to determine workflow assignments and support needed. 
• Engage and work with other team members to resolve issues. 
• Maintain ongoing documentation (test cases, job aids, standard operating procedures, checklists, and timelines). 
• Assist in the testing, implementation, and documentation. 
• Execute system reports within the LMS. 
• Train other administrators on key system functionality, administrative tasks, and processes. 
• Work with stakeholders to standardize, streamline, and coordinate business and system processes. Understand, document, and clearly communicate these business processes to stakeholders. 
• Work independently with users to define tasks and drive those to completion. 
• Work with client and technical resources as required; escalate issues through the proper channels and work with escalation point person to achieve issue resolution. 

EDUCATION AND YEARS OF EXPERIENCE REQUIREMENTS:

• Master’s degree (or higher) in a relevant field such asproject management related to information technology. Project Management Professional (PMP) certification through the Project Management Institute (PMI) is strongly preferred. 
• 3+ years of technical experience demonstrating a strong understanding of the LMS. Proficiency in information technology (IT) to include database management, system administration, and network infrastructure.  
• Familiarity with SCORM protocols preferred. 

ABOUT HIGHPOINT:  

HighPoint is a growth-oriented firm that provides a unique, differentiated employee culture relative to our Federal market peers. We leverage this growth-oriented and employee-focused culture to attract and retain a higher grade of talent than our peers to be an employer of choice.

HighPoint helps government agencies elevate the citizen experience (CX) by improving the touchpoints through which citizens interact with government. We were founded in 2006 by Ben Lanius with the spirit of transforming how agencies connect with and empower citizens to deliver on mission-critical objectives.

At HighPoint, our focus is on delivering results that matter. We support and modernize our federal customer’s mission critical systems and functions. Agility is at our core: it is the mantra that drives us to succeed. We work quickly, analytically and deliver on agency priorities.

HighPoint is privately held with 250 plus passionate employees across offices and locations in Indianapolis, Indiana; and Herndon, Virginia.

HighPoint Digital, Inc. is an equal opportunity employer.

HighPoint Digital, Inc. will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with HighPoint’s legal duty to furnish information. 

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