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Job Purpose and Impact

The Senior Professional, Learning & Development Design and Strategy job creates effective and engaging learning experiences for a variety of audiences across the Digital Technology & Data (DT&D) organization's total workforce. This job works with the DT&D teams to gather technology, business and professional skill requirements translate complex concepts into scalable, flexible, understandable and engaging learning experiences and materials to achieve measurable learning outcomes. This role will have a primary emphasis on one of three key pillars for the DTD Learning & Development strategy: early career development and programs, onboarding & process integration, or skills & performance development. This job uses instructional and design-thinking principles, technology and digital tools to curate, design and develop measurable and scalable experiences that drive performance-focused employee skill development.

Key Accountabilities

• PROGRAM DEVELOPMENT: Designs and develops complex learning experiences for the organization that align with learning objectives and target audience needs, including resources, learning objectives creation, learning pathways, employee experience roadmaps, and metrics and measurements.
• PROGRAM IMPLEMENTATION: Deploys and implements learning and development design strategies, methodologies, tools, approaches, and processes for the organization's professional employees to identify high potential talent, facilitate discussions, provide learning and development insights, and support critical partners. 
• PROGRAM ADMINISTRATION: Supports the administration of learning and development design programs, ensuring alignment with learning objectives, partner management, and feedback loops to ensure the effectiveness of the overall learning experience. 
• LEARNING EXPERIENCE DEVELOPMENT: Applies instructional design principles and methodologies to create engaging and interactive learning experiences and analyzes learning needs, identifies appropriate instructional strategies, and organizes content in a structured and logical manner. 
• EMPLOYEE EXPERIENCE MANAGEMENT: Leverages talent strategy inputs, stakeholder feedback, engagement survey data and industry best practices to design and implement across the inter-dependencies of the following programs:  Technical Development Program (TDP), Onboarding & Integration, (Technical) Learning, Skills and Performance Development. 
• STAKEHOLDER MANAGEMENT: Collaborates with subject matter experts and other stakeholders to gather content, review materials, and ensure accuracy and alignment with learning objectives. 
• PROGRAM ANALYSIS: Monitors and evaluates the effectiveness of learning solutions through assessments, feedback and metrics, partnering with the related team and continuously seeking opportunities to enhance the learning experience bringing best practices, industry trends and user feedback into future design iterations. 
• VENDOR MANAGEMENT: Partners with key vendors and stakeholders to stay updated on the latest learning technologies, tools and methodologies, and identifies opportunities to integrate them into instructional design and delivery, including learning management systems, authoring tools and other technology platforms to create and deliver content. 
• DT&D L&D COLLABORATION AND EXECUTION: Tightly integrates and collaborates with the overall DT&D L&D strategic pillars and will provide secondary execution support to other initiatives as required 

Qualifications

• Minimum requirement of 4 years of relevant work experience. Typically reflects 5 years or more of relevant experience.
• Demonstrated experince within one of the key pillars of learning and development: early career development and programs, onboarding & process integration, or skills & performance development. 
• Proven project management experience, with the ability to lead complex initiatives within a global organization.