Purpose of role

[Employer hidden] is not just adopting AI, it is fundamentally reimagining how the company operates, how it delivers value to clients, and what it means to build a career here. Roles are evolving. Entirely new ones are emerging. The boundary between human work and AI-assisted work is shifting. And the capabilities, behaviors, and career paths that defined success yesterday are being rewritten.

This is a newly created, first-of-its-kind role. You will own learning and capability development across [Employer hidden], from strategy to delivery, from role definition to career frameworks, from AI adoption programs to the everyday fundamentals of how our people grow. A significant part of your focus will be driving the organization’s AI and operating model transformation, but your remit is broader: building the infrastructure, culture, and habits that make continuous learning inseparable from how we work.

Reporting directly to the Chief People Officer, you will sit at the intersection of learning, organizational design, and cultural change, helping the business not just train its people, but genuinely transform them.

Strategic

Set the learning vision, define new roles and capability frameworks, advise leadership, and connect L&D directly to the business transformation agenda

Operational

Own the LMS, build and deliver programs, produce role briefing packs, manage content, and make learning work in practice, not just on paper

The context you are walking into

[Employer hidden] is moving from an implementation-led model toward a consultative, AI-enabled transformation partner. This changes what roles exist, what capabilities they require, and how people work day to day. Some roles are evolving significantly and others are being created from scratch.

Roles In Transition

• Functional Consultant → Transformation Advisor
• Technical Consultant → Business Architect
• Domain Specialist → Vertical Industry Specialist
• Individual contributor → Human + AI agent team

Entirely New Roles Emerging

• AI Agent Developer Citizen Developer
• IP Product Builder AI-Augmented Managed Services

Alongside this, the nature of work itself is changing. AI agents are becoming active participants in delivery, taking on structured tasks, surfacing insights, and accelerating execution. Our people will need to develop not just familiarity with AI tools, but the capability to work alongside AI as a genuine collaborator, orchestrating it, directing it, and knowing when to trust it.

The guiding philosophy: Help people combine their experience and expertise with AI and act on it — through learning programs that make the combination real and practical for every role.

Key responsibilities

• Own the learning function: Build and run [Employer hidden]’s learning and capability practice from the ground up. Define the strategy, set priorities, and establish the processes, standards, and infrastructure that make great learning happen consistently across the organization.
• Deliver with a global mindset: This role operates across [Employer hidden]’s entities, functions, and geographies. Whether defining new roles, rolling out capability programs, or driving AI adoption, you will need to design for scale and navigate cultural and organizational complexity across a distributed, international business. What works in one market or function must be adaptable to others.
• Define and articulate the future role architecture: Work with business leaders and the CPO to define what evolving and newly emerging roles at [Employer hidden] actually look like. Draft compelling, precise role definitions, what they do, what capabilities they require, what distinguishes them from what existed before. Ensure people can understand, get excited about, and use to orient their own development.
• Produce role-specific briefing packs: For each evolving or new role, create structured briefing packs that give people genuine clarity: the capabilities required, the development pathway to get there, and the timelines they should be working toward. Make the abstract concrete and the daunting achievable.
• Redesign capability frameworks and career pathways: Map current capabilities against future needs across the organization. Identify critical gaps. Co-design updated frameworks that reflect the shift toward AI-augmented, advisory, multiskilled roles and give people a real sense of where they can go and how to get there.
• Build learning for human–AI ways of working: Design learning programs that go beyond tool training. Help people develop the capability to work alongside AI agents in daily workflows, how to orchestrate, direct, verify, and collaborate with AI as a working partner. You will help define what good looks like at [Employer hidden].
• Lead the AI adoption learning program: Design and deliver a structured, organization-wide program as the flagship capability-building initiative of your first year. Help people combine their experience and expertise with AI and act on it, through learning that makes the combination real and practical for every role.
• Own the LMS end-to-end: Lead implementation, configuration, and ongoing optimization of SANA as [Employer hidden]’s learning platform. Define governance, content architecture, and reporting practices that make it a genuine strategic asset, not just a place to store slides.
• Apply a deep understanding of how people learn: Design programs that go beyond content delivery to drive real behavior change. Know when a workshop works, when a cohort works, and when neither does. Partner with internal experts to shape their knowledge into learning experiences that stick.
• Design applied, on-the-job learning journeys: Reject the course-and-forget model. Build cohort experiences, workflow-embedded nudges, and on-the-job practice that develops lasting capability for transformation initiatives and core professional development alike.
• Cover the fundamentals: Ensure onboarding, compliance, and role-based development pathways serve the full employee lifecycle, even as transformation programs take center stage.
• Champion cultural change: Identify and amplify internal champions. Address anxiety about role change and AI with empathy and transparency. Help people understand that their accumulated expertise is an asset, not a liability and that this transformation is something to lead, not endure. This includes people whose roles have remained largely unchanged for years or even decades, who now face the most significant shift of their careers. You will know how to meet them where they are, acknowledge the weight of that change, and build the trust and confidence they need to move forward.
• Measure and report impact: Define success metrics that matter: capability growth, AI adoption rates, role transition progress, behavior change over time. Report with clarity to the CPO and leadership team.

What success looks like — First 90 days

DAYS 1–30 - Listen & map

You’ve met every key stakeholder. You understand which roles are changing, where AI confidence is high or low, and what learning currently exists. You’ve audited SANA’s status and have a clear picture of the gaps — in content, capability, and career clarity.

DAYS 31–60 - Build the foundation

A learning and capability strategy is drafted and validated with the CPO. The first AI program is designed. SANA has a clear roadmap. First drafts of 2–3 role briefing packs are in progress and reviewed with business leads.

DAYS 61–90 - Deliver & iterate

The first AI learning program is live. At least two role briefing packs are published and in use. Internal champions are activated. Leadership has a clear, concise dashboard tracking capability progress.

Qualifications & profile

Required

• 7+ years in L&D, enablement, organizational capability development and/or a broader HR function, owning both strategy and delivery, not just contributing to someone else’s agenda
• Experience designing capability frameworks, role architectures, or career pathways, you’ve defined what organizational capability looks like, not just built training around existing structures
• Hands-on LMS ownership : implementation, governance, content architecture, and analytics that connect to real capability outcomes
• Genuine enthusiasm for AI: you actively use AI tools in your own work and can help others develop the confidence and capability to do the same
• Strong writing and synthesis skills: you can translate complex organizational change into clear, compelling role definitions and capability narratives that people actually read and act on
• Strategic thinker who executes: owns the capability roadmap in the morning and ships a role briefing pack or learning module in the afternoon, without losing quality in either

Preferred

• Background in a software, SaaS, or technology business: you understand how these organizations are structured, how they grow, and how their people develop new capabilities over time
• Direct experience with the SANA LMS platform
• Change management or organizational development background: comfortable navigating ambiguity and building capability for change, not just managing it
• Familiarity with human–AI collaboration models, agentic AI concepts, or workforce design in AI-augmented environments
• Experience working across global or matrixed organizations: comfortable navigating multiple entities, geographies, and functions, and designing learning that travels across cultural and organizational boundaries

Who thrives in this role

You are not looking for a role where the org chart is settled and the playbook is written. You are genuinely curious about what organizational capability looks like when humans and AI collaborate and you have the clarity and creativity to help an organization work that out in real time.

You can write a role definition that makes someone feel excited about the capability they’re building, not just informed about what’s changing. You understand that years of hard-won implementation experience is an irreplaceable organizational asset and you know how to help people see that their depth of expertise is the differentiator, not the thing being automated away. You can hold a conversation with a sceptical senior consultant and a nervous junior analyst in the same week and know exactly what each of them needs to hear.

If you’ve been waiting for a role where organizational design, learning design, and cultural change are all the same job and where the capability you help build genuinely shapes what a company becomes. This is it.