Enterprise Learning Programming

• Lead the facilitation of complex or strategic training programs across the organization.
• Design, co-design, facilitate, or support enterprise-wide learning programs, including onboarding, compliance, leadership development, manager effectiveness, AI upskilling, digital fluency, and core competency development.
• Ensure enterprise programs remain adaptable and relevant across business functions.
• Bring function-specific insights into enterprise learning design and implementation.
• Support enterprise learning rollouts and adoption efforts within assigned business areas.
• Oversee coordination of logistics for high-impact or enterprise-wide training sessions.

Needs Analysis and Learning Assessment

• Lead complex learning needs analyses using quantitative and qualitative methods (stakeholder interviews, performance metrics, competency analysis, and business data).
• Diagnose root causes of performance issues and recommend comprehensive learning and performance solutions.
• Leverage business metrics and stakeholder input to prioritize both functional and enterprise learning initiatives.
• Contribute to annual learning strategy planning with functional leadership to establish capability-building priorities, identify skill gaps, and define success measures.

Content Creation and Delivery

• Design and implement scalable learning content that addresses key business needs.
• Use instructional design models (e.g., ADDIE, SAM) and digital tools to develop blended learning experiences.
• Facilitate advanced or technical learning sessions and coach other facilitators on delivery best practices.
• Ensure content is inclusive, accessible, and aligned with adult learning principles and organizational strategy.
• Lead content pilots and analyze feedback to iterate and optimize.
• Produce and manage custom learning assets to address function-specific needs.
• Develop blended learning solutions that include instructor-led training, self-paced learning, social learning, microlearning, experiential learning, and curated third-party content.
• Drive the use of blended learning strategies and innovative delivery formats.
• Facilitate targeted role-specific learning programs as needed.
• Contribute to the creation, facilitation, scaling, and continuous enhancement of enterprise learning programs.

Stakeholder Collaboration

• Serve as the primary Learning & Development partner for assigned functions or job families, building a deep understanding of business priorities, workflows, tools, and performance expectations.
• Partner with HR Business Partners, senior leaders, managers, cross-functional teams, and subject matter experts to ensure learning programs align with business strategy, performance objectives, and organizational priorities.
• Provide recommendations to leaders on workforce capability, talent development, and performance improvement.
• Partner with managers to align learning initiatives with business goals, performance management practices, and operational priorities.
• Collaborate with leadership to recognize and reinforce employee skill acquisition and development milestones.

Training Evaluation

• Design assessment and evaluation strategies to measure learning effectiveness across multiple levels, including engagement, knowledge and capability gain, behavior change, and business impact.
• Analyze outcomes, report key performance indicators and return on investment, and recommend enhancements based on learning data and stakeholder feedback.

Learning Systems Management

• Optimize LMS utilization and learning technologies to deliver scalable and personalized learning experiences.
• Support content lifecycle management across both functional and enterprise learning programs.

Vendor and Resource Management

• Identify, evaluate, and recommend external learning vendors, platforms, and solutions.
• Align third-party learning offerings with functional needs and enterprise learning strategy.
• Ensure quality, consistency, and integration across learning experiences.

All other duties as assigned.

Qualifications

• Learning Design and Delivery: Experience leading complex learning design projects. Proven experience integrating learning theory, engagement strategies, and assessments into high-impact programs.
• Learning Technology Proficiency: Advanced proficiency with LMS administration, content authoring tools, and learning data analytics dashboards.
• Communication and Facilitation: Experience delivering dynamic training and coaching facilitators. Demonstrates effective communication skills with diverse audiences, including leadership.
• Project Coordination: Experience managing mid- to large-scale learning initiatives. Experience balancing multiple priorities with minimal supervision.
• Stakeholder Influence: Proven ability to partner with senior leaders, HR Business Partners, managers and cross-functional teams to influence capability-building decisions and learning strategies.
• Custom and Scalable Learning Design: Experience designing tailored learning solutions for specific business functions and scalable enterprise-wide programs
• Data and Impact Measurement: Ability to connect learning initiatives to business outcomes and demonstrate impact through measurement, analytics, and return on investment metrics

Fringe Benefits

• Typically requires a bachelor's degree in Human Resources, Education, Communication, or related field (or international equivalent).
• Typically requires 6+ years of progressively responsible experience in L&D, including program design, delivery, and evaluation.
• Working toward or attainment of certification (e.g., Certified Professional in Learning & Performance (CPLP), Certified Professional in Talent Development (CPTD)) is a plus