VP / AVP - Learning

Role Context:

The Vice President / AVP - Learning is responsible for shaping and executing a future-focused

learning strategy that builds organizational capability, accelerates business performance, and

prepares the workforce for evolving market demands.

This role goes beyond traditional L&D to drive a skills-first organization, embed continuous

learning into the flow of work, and leverage technology, AI, and data to personalize and

scale learning outcomes.

The role partners closely with business leaders, HR, and external ecosystems to ensure that learning

is a strategic lever for growth, innovation, and talent retention.

Key Responsibilities

1. Enterprise Learning Strategy

• Define and execute a multi-year, future-ready learning strategy aligned with business

goals and workforce transformation priorities

• Transition from program-based learning to a skills-based, capability-driven model

• Identify critical skills for the future (digital, leadership, functional) and ensure proactive

capability building

2. Capability & Skills Architecture

• Build and maintain a skills taxonomy and capability frameworks across the organization

• Drive workforce readiness through reskilling, upskilling, and cross-skilling initiatives

• Embed skill intelligence into talent processes (hiring, mobility, succession)

3. Digital & AI-Driven Learning Ecosystem

• Lead the deployment and optimization of a modern Learning Experience Platform (LXP)

and learning tech stack

• Leverage AI for:

o Personalized learning journeys

o Skills inference and recommendations

o Learning analytics and insights

• Integrate learning into the flow of work (collaboration tools, CRM, internal platforms)

4. Leadership & Talent Development

• Design and deliver enterprise leadership development frameworks for all levels

• Build succession pipelines and future leadership capability

• Enable leaders as coaches and learning champions

5. Learning Experience & Culture

• Shift from “training delivery” to learning experience design (LXD)

• Foster a culture of continuous, self-directed learning

• Drive employee engagement through social, experiential, and cohort-based learning

6. Measurement & Impact

• Establish robust frameworks to measure:

o Learning effectiveness

o Capability uplift

o Business impact and ROI

• Use data to continuously refine strategy and investments

7. Stakeholder & Business Partnership

• Act as a strategic advisor to business leaders on capability gaps and development

priorities

• Build strong partnerships with HRBPs, Talent, and external learning providers

• Influence senior leadership on future workforce strategies

8. Vendor & Ecosystem Management

• Curate and manage a high-quality ecosystem of partners (EdTech, universities, content

providers)

• Ensure optimal investment and innovation in learning solutions

Expectations from the Role

• Deliver measurable business outcomes, not just learning activity

• Act as a thought leader in future skills, AI-enabled learning, and workforce transformation

• Create a scalable, tech-enabled learning ecosystem that supports global growth

• Drive high adoption and engagement across all employee segments

• Build a high-performing L&D team with strong consulting and design capabilities

• Position learning as a competitive advantage for talent attraction and retention