Learning Partner

Responsibilities

• Learning strategy and planning.
• Collaborate with business leaders and HRBPs to identify key learning priorities based on division business strategy and goals.
• Conduct comprehensive division needs analysis by gathering data from stakeholders, employees, and performance, people metrics.
• Learning solution design and development.
• Design and develop tailored learning programs e.g., workshops, external training based on learning needs discovery findings. Provides recommendations on the most appropriate interventions internal and external.
• Lead the implementation of division learning programs, ensuring consistent delivery and regional adaptation.
• Impact measurement and communication. Measure the effectiveness of learning programs using qualitative and quantitative data. Provide necessary reports and dashboards.
• Engage and collaborate with key stakeholders HRBPs, regional and divisional leaders, and managers to ensure learning solutions are relevant.
• Promote learning and development offerings via various channels, presenting at All Hands and Townhalls, communicating via Slack, division specific channels, running office hours, etc.
• Provides reporting on the training budget utilisation in collaboration with the Learning Coordinator. Consultants on the budget spending options. Reviews budget utilisation with relevant stakeholders.
• Receive and analyse the individual training request and prioritises based on reach how many teams are impacted, scalability can we scale it across several divisions, strategic importance is it a one off thing or aligned with strategic plans. Makes a decision on how to serve the request and informs the requester.

Qualifications

• 5 to 8 years of relevant experience in a Learning and Development, Talent Development, or a similar HR related role. Instructional Design & Development.
• Proven experience in designing, developing, and implementing blended learning solutions e.g., workshops, e learning, external programs tailored to specific business needs.
• Needs Analysis & Strategy.
• Demonstrated ability to conduct comprehensive learning needs analyses, gather data from diverse stakeholders, and translate findings into a strategic learning plan aligned with business goals.
• Program and Project Management. Strong skills in managing the end to end lifecycle of learning programs, from initial conception and design to delivery, and regional adaptation across multiple countries. Stakeholder Management.
• Experience in building and maintaining strong relationships with a variety of stakeholders, including senior leaders, HR Business Partners, and managers, to ensure learning initiatives are relevant and supported. Impact Measurement and Analytics.
• Ability to measure the effectiveness of learning interventions using both qualitative and quantitative data, and experience in creating reports and dashboards to communicate impact. Budget Management.
• Experience in consulting on and reporting on training budget utilization and making datadriven recommendations for spending.
• Excellent communication and presentation skills, with experience in promoting learning initiatives through various channels such as town halls, internal communications platforms (e.g., Slack), and office hours.
• Ability to analyze individual and team learning requests, assess their strategic importance and scalability, and make informed decisions on how to best address them.
• Fluency in both English and Spanish is required. Professional proficiency in Portuguese is highly desirable.
• Experience working in or supporting multiple countries across Latin America, with a strong understanding of the business and cultural nuances in markets such as Mexico, Brazil, Colombia, and Peru.