Senior Learning Experience Designer

Who You Are

You are a strategic learning professional and hands-on builder who knows how to turn business needs into learning experiences that measurably improve how people work. You bring a consultative mindset, strong instructional design expertise, and the confidence to guide leaders toward the right solution-even when training is not the answer.

In this role, you will partner with business leaders and HR teams to identify performance and skills gaps, design modern digital-first learning solutions, and measure their impact. You will own programs from initial diagnosis through delivery and continuous improvement while helping build a more skills-based approach to talent through clear capabilities, assessments, and development pathways.

This is a senior individual contributor role with no direct reports. You will lead through your expertise, credibility, collaboration, and results.

What Makes This Role Different

• Full-stack ownership. You are not handed a design to build or a deck to deliver. You diagnose, design, build, facilitate, and measure.
• AI as a working tool, not a talking point. You use AI to compress production timelines, personalize learning paths, and scale coaching - and you teach others to do the same, responsibly.
• Skills over seat time. Success is measured in demonstrated capability and business outcomes, not completion rates or hours logged.
• Consultative, not order-taking. You are expected to push back when training is not the answer, and to propose what is.

What You'll Do

Consulting & Needs Diagnosis

• Partner with business leaders, HR Business Partners, and subject matter experts to diagnose performance gaps and determine whether learning, process change, tooling, or management action is the right lever.
• Conduct needs analyses using performance data, stakeholder interviews, skills assessments, and engagement or exit insights - and translate findings into a clear, prioritized recommendation.
• Scope and contract work with internal clients: define outcomes, success measures, timelines, and what you need from them.

Learning Design & Development

• Design and build learning experiences across modalities - instructor-led and virtual sessions, self-paced digital modules, microlearning, job aids, simulations, cohort programs, and social or peer learning.
• Develop content and assets end to end, including facilitator guides, participant materials, assessments, and multimedia - using authoring, video, and AI-assisted production tools.

Skills Architecture & Capability Building

• Contribute to the design and upkeep of the organization's skills taxonomy - defining critical capabilities, proficiency levels, and observable behaviors for key job families.
• Build skill-based learning pathways and academies that connect capability gaps to specific, sequenced development - supporting reskilling, upskilling, and internal mobility.
• Partner with Talent Acquisition, Talent Management, and Total Rewards so skills data is consistent across hiring, development, performance, and career frameworks.
• Design assessment and validation approaches that show whether a skill has actually been acquired - work products, demonstrations, manager observation, and certification where appropriate.

Learning Technology & AI Enablement

• Serve as a power user and functional owner for the learning ecosystem (LMS / LXP, authoring tools, virtual delivery platforms, content libraries), including configuration, curation, and learner experience.
• Evaluate, pilot, and operationalize AI-enabled learning capability - AI-assisted content generation, adaptive and personalized pathways, conversational practice and role-play, skills inference, and automated feedback.
• Design and deliver AI literacy and AI fluency enablement for the broader workforce, including responsible-use guardrails, prompting practice, and role-specific application.

Measurement & Continuous Improvement

• Define success measures before build begins, spanning reaction, learning, behavior change, and business outcomes.
• Instrument programs to collect meaningful data, and analyze results to iterate - retiring or redesigning what does not work.
• Report outcomes to stakeholders in business language: capability gained, performance moved, risk reduced, cost or time saved.
• Track external practice - learning science, learning technology, and skills-based talent models - and bring back what is worth adopting.

What You Bring

• 5-8+ years of experience in learning and development, instructional design, organizational development, talent enablement, or a related field, with ownership of programs from strategy through measurement.
• A portfolio demonstrating instructional design expertise across multiple formats and fluency in methodologies such as ADDIE, SAM, backward design, or design thinking.
• Hands-on experience administering an LMS or LXP and using tools such as Articulate 360, Rise, Camtasia, Synthesia, Vyond, or Captivate.
• Practical experience applying AI to content development, personalization, assessment, or analysis, with sound judgment around responsible use and human oversight.
• Strong facilitation, consulting, and stakeholder-management skills, including the confidence to engage senior audiences and constructively challenge requests.
• Experience measuring learning impact beyond satisfaction scores and using data to improve programs.
• Excellent communication skills and the ability to make complex information clear and actionable.
• A bachelor's degree in a related field or equivalent professional experience.

Additional Experience That Will Help You Succeed

• Experience with skills taxonomies, skills-based talent models, or leadership and manager development programs.
• Familiarity with learning analytics, xAPI, skills inference, or talent intelligence platforms.
• Experience in a matrixed, multi-site, or rapidly changing organization, with exposure to change management practices such as Prosci or ADKAR.
• A relevant master's degree or certification, such as ATD CPTD, CPLP, Prosci, coaching, or platform-specific credentials.

Work Environment and Travel

• Comfortable working in a hybrid environment and occasionally supporting learners across time zones.
• Willingness to travel up to 10-15% for facilitation, program launches, or team meetings.