INT-8F67924 | LEARNING EXPERIENCE SENIOR LEAD

The Learning Experience Senior Lead is responsible for leading the design and development of impactful learning experiences that support organizational capability building for both internal and external stakeholders. This role focuses on three core functions: instructional design, digital learning development, and competency-based development mapping. The role oversees the design and development of structured learning programs, curriculum, and learning pathways using modern instructional design principles. It also leads the creation of digital learning solutions, including e-learning modules, interactive content, and other technology-enabled learning materials to support scalable and engaging learning experiences. In addition, the Learning Experience Senior Lead drives competency-based development mapping by conducting training needs analysis and translating organizational competencies into clear learning pathways for departments and key accounts. This role ensures that learning programs are aligned with organizational goals, learner needs, and capability development priorities. The position also analyzes learning data and program outcomes to continuously improve learning solutions and provides recommendations to enhance learning systems and digital learning platforms.. You’ll be interacting with key players such as C-level executives from enterprise-level organizations which can expand your skills and network. Making sound decision-making and flexibility to ensure team dynamics and productivity. Hybrid work setup Competitive salary and benefits HMO + free dependent Access to KMC's exclusive pantry (MadMax Coffee, Fresh Fridge) Diverse learning & growth opportunities Accessible Cloud HR platform (Sprout) Above standard leaves Instructional Design & Learning Architecture: Lead the design and development of structured learning programs, curriculum, and learning pathways using sound instructional design principles. Ensure learning experiences are aligned with organizational priorities, learner needs, and capability development goals. Digital Learning Development: Design and develop digital learning solutions such as e-learning modules, microlearning content, learning videos, interactive simulations, and other technology-enabled learning materials to support scalable and engaging learning experiences. Competency-Based Development Mapping: Translate organizational competencies and capability frameworks into clear development pathways. Map competencies to structured learning programs and resources to support employee capability growth and progression. Training Needs Analysis (TNA): Conduct training needs analysis with internal departments and stakeholders to identify capability gaps and recommend targeted learning solutions aligned with organizational priorities. Learning Program Design & Content Development: Develop and maintain learning materials such as facilitator guides, learner workbooks, presentations, and instructional resources to ensure consistency, quality, and effectiveness of learning programs. Digital Learning & LMS Optimization: Support the management and optimization of learning technologies, including the Learning Management System (LMS) and other digital learning platforms, ensuring efficient deployment, accessibility, and reporting of learning initiatives. Training Facilitation Support: Facilitate selected learning sessions, workshops, or pilot runs when necessary to support program rollout, validate learning design, and gather learner insights for program refinement. Learning Data & Program Evaluation: Analyze learning data including program feedback, assessments, participation, and training metrics to evaluate effectiveness and identify opportunities for improvement. Stakeholder Collaboration: Work closely with HR, business leaders, subject matter experts, and internal teams to ensure learning solutions address capability needs and support organizational development priorities. Continuous Improvement & Innovation: Stay current with trends in instructional design, digital learning, and workforce capability development, and apply insights to continuously improve learning experiences and program impact. At least 4 years of relevant experience in learning and development, particularly in instructional design, learning program development, or capability development Demonstrated experience designing structured learning programs, curriculum, or learning pathways for adult learners Experience developing digital learning solutions such as e-learning modules, microlearning content, or other technology-enabled learning materials Familiarity with Learning Management Systems (LMS) and digital learning platforms for deploying and tracking learning initiatives Experience conducting Training Needs Analysis (TNA) and translating capability gaps into learning solutions Experience developing learning materials such as facilitator guides, learner workbooks, presentations, and digital learning content Exposure to competency frameworks or capability development models and translating them into structured development pathways is an advantage Ability to facilitate learning sessions, pilot programs, or workshops when necessary to support program rollout or learning validation Strong communication, stakeholder management, and collaboration skills when working with subject matter experts and business leaders Highly organized with the ability to manage multiple learning design and development projects simultaneously Adaptable and able to work effectively in fast-paced and evolving learning environments Self-motivated, collaborative, and able to work independently with minimal supervision Demonstrated track record of delivering high-quality learning design solutions and development programs aligned with organizational goals Strong instructional design skills for developing structured learning programs, curriculum, and learning pathways Knowledgeable in applying adult learning principles and learner-centered learning design approaches Skilled in designing competency-based development pathways aligned with organizational capability frameworks Experienced in conducting Training Needs Analysis (TNA) and translating capability gaps into targeted learning solutions Proficient in developing digital learning solutions such as e-learning modules, microlearning content, and interactive learning materials Knowledgeable in using learning technologies and platforms (e.g., LMS and digital learning tools) to support learning deployment and tracking Able to analyze and interpret learning data such as training evaluations, learner feedback, and training metrics to improve learning programs Skilled in developing and customizing learning materials including facilitator guides, learner workbooks, presentations, and digital content Able to facilitate learning sessions, pilot programs, or workshops when needed to support program rollout and learning validation Highly organized with the ability to manage multiple learning design and development projects simultaneously Competent in consolidating and reporting learning data using MS Excel or similar tools Strong communication and stakeholder collaboration skills when working with SMEs, leaders, and internal teams Able to work independently while maintaining alignment with organizational learning strategies and capability development goals Consistently produces high-quality learning solutions that are structured, engaging, and aligned with organizational priorities