Senior Professional, Learning & Development Design and Strategy

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 theDigital Technology & Data(DT&D)organizations total workforce. This job works with theDT&Dteamsto gathertechnology business andprofessional skill requirementstranslate complex concepts intoscalable flexibleunderstandableand engaging learning experiences and materials to achieve measurable learning role will have a primaryemphasisononeof three key pillars for the DTD Learning& Developmentstrategy:early career development and programsonboarding & process integration orskills & performance job uses instructionalanddesign-thinkingprinciples technology anddigitaltools tocuratedesign 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 organizations 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 objectivespartner management andfeedback loops to ensuretheeffectiveness of theoverall learning experience.
• LEARNING EXPERIENCE DEVELOPMENT: Applies instructional design principles and methodologies to create engaging and interactive learning experiences and analyzes learning needs identifiesappropriate instructionalstrategies and organizes content in a structured and logical manner.
• EMPLOYEE EXPERIENCEMANAGEMENT:Leverages talent strategy inputs stakeholder feedback engagement surveydataand industry best practices to design and implementacross the inter-dependencies of the following programs: Technical Development Program (TDP) Onboarding & Integration(Technical) LearningSkillsand Performance Development.
• STAKEHOLDER MANAGEMENT: Collaborates with subject matter experts and other stakeholders to gather content review materials and ensure accuracy and alignment with learningobjectives.
• PROGRAM ANALYSIS: Monitors and evaluates the effectiveness of learning solutions through assessmentsfeedbackand metrics partnering with the related team and continuously seeking opportunities to enhance the learning experience bringing best practices industrytrendsand user feedback into future design iterations.
• VENDOR MANAGEMENT: Partners with key vendors and stakeholders to stay updated on the latest learning technologiestoolsand methodologies andidentifiesopportunities to integrate them into instructional design and delivery including learning management systems authoringtoolsand other technology platforms to create and deliver content.
• DT&D L&DCOLLABORATION AND EXECUTION: Tightly integratesandcollaborateswith the overall DT&D L&D strategicpillarsand will provide secondary execution support toother initiatives asrequired

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 programsonboarding & process integration orskills & performance development.
• Proven project management experience with the ability to lead complex initiatives within a global organization.