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Job profile Summary

Acting as the operational engine of the Talent Learning function, the role partners closely with the HRS team to manage and evolve the Talent Learning Management System (Workday Learning) and learning partners, while championing a data-driven culture through learning analytics, NPS measurement, and continuous improvement of case fulfilment rates.

1. Learning Analytics Insights

- Own the end-to-end learning analytics framework, defining KPIs that connect talent and learning investment to business outcomes.

- Design and maintain dashboards (Workday, Power BI or equivalent) tracking completion rates, learner engagement, time-to-competency, and skills gap closure.

- Generate monthly and quarterly learning metrics reports for senior stakeholders, translating data into actionable recommendations.

- Conduct root-cause analysis on drop-off rates, low engagement, or underperforming programmes, presenting data-backed improvement plans.

- Establish and maintain a learning analytics governance model, ensuring data integrity, consistency, and compliance with privacy regulations (GDPR).

2. Case Fulfilment Learning Operations

- Define, monitor, and continuously improve case fulfilment SLAs, targeting industry-leading response and resolution times.

- Build and manage standardised operating procedures (SOPs) for learning operations, ensuring consistency and scalability across geographies.

- Lead a team of Talent and Learning specialists, allocating workloads, managing escalations, and developing team capability.

- Partner with Talent and learning program managers, stakeholders to anticipate demand cycles and align operational capacity proactively.

3. Workday Learning Platform Management

- Serve as the functional owner of Workday Talent Learning, governing configuration, content architecture, learner journeys, and system health.

- Collaborate with the HRIS/HR Technology team on system enhancements, releases, and integrations (e.g., Skills Cloud, TechWolf, Skillsoft Percipio).

- Drive platform adoption through targeted change management campaigns, user enablement, and stakeholder communications.

- Monitor platform performance metrics login rates, course completion, mobile usage (if applicable)



and implement interventions to close gaps.

- Manage vendor relationships and SLAs for integrated content providers and LMS-adjacent tools.

4. Learning NPS Learner Experience

- Design and operationalise the Learning Net Promoter Score (NPS) measurement framework across all delivery modalities.

- Analyse NPS trends, verbatim feedback, and satisfaction data to surface systemic quality issues and prioritise improvements.

- Champion a learner-first mindset across the team, embedding feedback loops at every stage of the learning lifecycle.

- Benchmark learning NPS internally and against external industry standards, setting targets aligned to function KPIs.

5. HR Technology Interface Integration

- Act as the Talent Learning point of contact for the HRS team, representing learning requirements in system roadmap discussions.

- Translate business and learning needs into functional specifications for HR Tech projects, ensuring LD priorities are sequenced and delivered.

- Support implementation and UAT of new learning technology features, integrations, and releases.

- Champion data interoperability between Workday Learning and adjacent systems (performance management, skills platforms, employee listening tools).

- Stay current on emerging learning technology trends (AI-powered learning, adaptive pathways, xAPI/LRS) and bring relevant innovations to the function.

6. Stakeholder Management Governance

- Build trusted relationships with HRBPs, CoE leads, and other stakeholders to understand evolving learning needs and communicate fulfilment status.

- Represent learning operations in HR governance forums, providing regular performance updates and exception reporting.

- Lead continuous improvement initiatives using data from analytics, NPS, and SLA performance.

- Manage the learning operations budget (where applicable),



ensuring cost efficiency without compromising quality or learner experience.

Critical Experiences Skills

Experiences

- Masters degree in Human Resources, HR Technology, or a related field.

- Strong progressive experience in LD, with at least 8 years in a learning operations, analytics, or platform management role.

- Demonstrated hands-on experience managing Workday Learning (configuration, catalogue management, reporting).

- Proven track record of designing and delivering learning analytics frameworks with measurable business impact.

- Experience managing case/request management processes with defined SLAs in a complex, matrixed organisation.

- Strong data literacy comfortable working with dashboards, Excel/Power BI, and presenting insights to senior audiences.

- Experience with learning NPS or equivalent learner satisfaction measurement methodologies.

Skills

- Strong proficiency in Microsoft Excel , Power BI and dashboard creation

- Analytical Skills : Excellent problem-solving abilities with demonstrated critical thinking

- Communication presentation skills:

- Robust presentation abilities with experience communicating insights to senior leaders

- Active listening skills with ability to understand stakeholder needs and translate them into analytical solutions

- Collaborative approach with ability to work cross-functionally

- People management skills

Preferred

- Experience with HR technology integration projects involving Workday, TechWolf, Skillsoft, or similar platforms.

- Workday Learning certification or equivalent LMS administration qualification.

- Familiarity with skills-based organisation design and skills taxonomy frameworks.

- Exposure to xAPI / LRS architecture and modern learning measurement standards.

- Experience in a global or multi-regional LD function spanning multiple countries.

- Change management experience.

- Basic understanding of AI applications in HR (Generative AI, Agentic AI)

Disclaimer: This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.

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