Senior Learning Partner

Responsibilities

• Partner with senior stakeholders to diagnose performance needs, clarify desired business outcomes, and translate priorities into a learning roadmap.
• Recommend the right solution (learning, support materials, communications, or coaching), balancing speed, cost, risk, and impact.
• Provide thought leadership on modern learning practices (learning, design, coaching, and scalable enablement) and act as a subject‑matter expert for the learning partner approach.
• Facilitate high‑impact sessions for new hires and existing employees across various topics, adjusting delivery strategies when needed.
• Lead onboarding and induction programs, ensuring an effective and consistent learner experience across locations and time zones.
• Coach other facilitators and subject matter experts on delivery best practices to raise overall facilitation quality.
• Own key learning programs end‑to‑end, including scope, timelines, communications, stakeholder alignment, and clear success measures.
• Project‑manage and track learning activities, ensuring timely completion and compliance with organizational requirements; proactively remove blockers and manage dependencies.
• Maintain and manage user access within learning platforms and systems; define standards, templates, and ways of working to improve scalability and consistency.
• Partner with external vendors and internal partners as needed to source, co‑develop, or deliver solutions; manage quality and alignment to business needs.
• Create, curate, and update learning curricula, programs, materials, job aids, and resources using adult learning principles and a consistent style/brand approach.
• Regularly review and enhance training content to reflect evolving business needs, tools, processes, and compliance requirements.
• Influence and align cross‑functional partners to enable change adoption, ensuring learning is integrated into rollout plans and reinforced post‑launch.
• Act as an advocate for internal learning resources and drive engagement and a strong learning culture through campaigns, toolkits, and manager enablement.
• Evaluate learning effectiveness using feedback, assessments, and performance metrics (e. g., adoption, proficiency, quality, productivity), and connect learning outcomes to business results where possible.
• Build reporting and insights to identify trends, inform decision‑making, and prioritize improvements.
• Own key learning KPIs for assigned programs, set targets with stakeholders, and drive actions to improve results.
• Lead continuous improvement cycles, incorporating learner and stakeholder feedback to enhance experience and impact.
• Identify and recommend improved ways of working across learning programs and partnerships.
• Manage training‑related communications and inquiries through designated channels, resolving complex learning issues and escalations and improving service levels.
• Support organizational initiatives by recommending on‑demand or change‑related training; proactively identify capability risks and propose mitigation actions.
• Mentor and develop other Learning Partners and/or facilitators through coaching, peer reviews, and shared best practices (as an individual contributor, not a people manager).
• Serve as a role model for employees and demonstrate the company culture and values.

Requirements

• Bachelor’s degree in education, business, human resources, or a related field (or equivalent experience)
• Advanced certifications in learning & development, facilitation, instructional design, evaluation, coaching, or CIPD‑equivalent qualifications are desirable
• 10+ years of experience in corporate learning & development, enablement, talent development, or a related field, with a proven track record of delivering measurable impact.
• Demonstrated experience leading complex, cross‑functional learning programs end‑to‑end across regions/time zones, including diagnosis, design, delivery, and evaluation.
• Strong project management and consulting skills, with experience advising senior stakeholders, influencing without authority, and recommending effective performance solutions beyond training.
• Experience in service center operations and/or a multinational shared services environment is desirable.
• Experience supporting change enablement, business/process/tool rollouts, manager reinforcement, adoption measurement, and coaching is preferred.
• Strong experience managing Learning Management Systems (LMS), including reporting, learner administration, and governance.
• Proficiency in Microsoft Office tools, particularly Power Point, Word, and Excel, with the ability to create impactful learning materials and narratives.
• Experience in learning analytics, reporting, training process improvement, and large‑scale learning governance.
• Familiarity with instructional design/content development tools and Microsoft Share Point is desirable.
• High proficiency in English, both written and spoken, is essential; additional language skills are an advantage.
• Strong facilitation, presentation, and communication skills, with the ability to engage diverse audiences, manage group dynamics, and influence senior stakeholders.
• Ability to identify learning gaps, adapt delivery approaches in real time, and effectively facilitate virtual, hybrid, and in‑person sessions.
• Coaching and feedback capabilities to support facilitators, SMEs, and Learning Partners are desirable.
• Strong organizational, stakeholder management, and prioritization skills, with the ability to manage multiple initiatives simultaneously.
• Highly collaborative, adaptable, and comfortable working independently in fast‑paced, global environments with shifting priorities and deadlines.
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