Talent Leader – Learning Design & Experience

Role Overview

• Design learning that moves the business
• Translate strategic capability priorities into structured learning journeys
• not just training catalogues.
• Apply adult learning rigour to every design: every solution must answer "how will behaviour change, and how will we know?"
• Build design standards and reusable templates that allow quality to scale without proportional headcount growth.
• Own the full design cycle
• from diagnosis through evaluation of business outcomes.
• Build simulations and experiential programs
• Design scenario-based simulations that develop high-stakes decision-making and leadership judgment.
• Integrate experiential learning into flagship leadership programs as core architecture, not just bolt-ons.
• Use learner performance data and business outcome signals to continuously sharpen simulation effectiveness.
• Architect leadership development at scale
• Design global leadership journeys mapped to succession plans, competency frameworks, and pipeline priorities.
• Build cohort-based and peer learning models that transfer insight across geographies and functions.
• Ensure programs are designed for transferability
• they should work across regions without much of a redesign.
• Embed AI in how we design and deliver learning
• Make AI-native the default mode of our design workflow
• personalisation, content generation, scaled delivery, real-time feedback.
• Identify and pilot emerging learning technologies before they become mainstream, not after.
• Drive adoption of modern learning methods and actively retire legacy formats that no longer perform.
• Own content strategy and quality
• Build and govern a structured, searchable content library
• tied to specific capability outcomes.
• Set and enforce quality standards across all learning content, internal and externally sourced.
• Establish a regular content review cadence so the library stays current, credible, and relevant.
• Design social and peer learning
• Design peer forums, communities of practice, and collaborative learning experiences that scale.
• Build structured reflection, feedback, and knowledge-sharing mechanisms into flagship programs.
• Strengthen the learning culture through sustained peer engagement, not one-off events.
• Manage academic and executive partnerships
• Source and steward relationships with top-tier universities and executive education providers globally.
• Negotiate partnerships based on measurable ROI, not institutional reputation alone.
• Curate external opportunities that directly accelerate internal talent priorities.
• Be a trusted advisor
• Operate as a trusted advisor
• willing to push back when a learning intervention is not the right fix.
• Communicate in business language: pipeline risk, performance lift, speed to capability
• not training metrics.

Requirements

• 14
• 18 years of progressive L&D experience, with at least 6 years leading learning design, learning experience, or COE functions in a global or multi-geography environment.
• Demonstrated track record of designing leadership development architectures, simulations, or experiential programs adopted at enterprise scale.
• Hands-on credibility with AI in learning
• not theoretical familiarity, but someone who has actually built, piloted, or scaled AI-enabled learning solutions.
• Experience operating across business units, shared services, or matrixed global organizations.
• Deep expertise in adult learning theory, instructional design methodologies, and learning experience design.
• Strong consultative posture
• comfortable diagnosing, advising, and pushing back with senior business leaders.
• Data fluency
• able to translate learning effectiveness data into business outcome conversations.
• Operates with rigour and pace; comfortable with ambiguity and standing up something new.
• Bias for impact over activity, business outcomes over training metrics.
• AI-native, not AI-curious.
• Builder's mentality
• energised by setting up a function that has not formally existed before.
• High personal standards for design craft, quality, and learner experience.
• Bachelor's degree required; Master's in Organisational Psychology, HR Development, Learning Design, Education, or a related field strongly preferred.
• Certifications in instructional design, learning experience design, leadership coaching, or design thinking are valued.

Benefits

• Visibility and influence: A genuine seat at the table: direct reporting to the Global Head of L&D, with active partnership across the senior P&C community and business leadership.
• Investment in the craft: Resourced backing for cutting-edge learning technology, AI tooling, simulation platforms, and academic partnerships.
• Global scope: A truly global remit, with the freedom to set the design philosophy and standards for the company.
• A culture of impact: A function that values evidence, business impact, and design quality
• not training volume or activity metrics.
• An IC role that carries impact: A senior IC role with the autonomy of a leader and the depth of a craft expert
• without the trade-offs of people management.