L&D Designer/Developer IV

Job Title: L&D Designer/Developer IV

Duration: 13 months (Possibility of extension/Conversion)

Location: Toronto, ON (Hybrid – 4 days onsite)

Degree/Level of Education: Post secondary, continuing education - Relevant Learning & Development / Adult Education certifications

Certifications Required: Relevant Learning & Development / Adult Education certifications

Years of Overall Experience: 8-10 years

Preferred/Ideal Candidate Background: knowing what good adult learning is and what is not, has designed a learning program, has worked in the learning and development from a corporate space. Knowing what makes up a good program from a blended learning perspective, it's measurable, you can evaluate it. If you've never designed a learning program, then you're probably not the right person for this role. someone that has worked in the learning and development function, it doesn't necessarily have to be an FI, but it has to be a large organization. If they've ever built one or supported in building one and executing on it, that would be a great asset to have.

MUST-HAVE Hard Skills:

• Familiar with the L&D space
• Learning consultation experience
• Vendor relations experience
• Negotiation skills
• Ability to build strong relationships
• Learning solutions experience
• Onboarding experience
• Compliance experience
• Project work experience
• Adult learning principles experience
• MS Office Suite experience, office 360, teams, word
• intermediate Excel experience – pivot tables, chart, some formulas
• Knowledge and experience utilizing AI tools, Copilot

Soft Skills

• High EQ
• Strong stakeholders and communication
• Influence and negotiate

Nice-To-Have

Banking experience

Job Description

The Learning Solutions Architect is responsible for the development of innovative learning solutions and leads the end to end creation, execution and documentation (including communication, reporting and socialization) of long term/ multi-year learning strategies and roadmaps based on business needs and enterprise strategy.

This position manages relationships and deliverables across multiple projects. It requires critical strategic thinking, as well as a good balance between understanding of Client’s operating model and the Program structure and governance; combined with a solid knowledge of performance consulting practices, strong strategy planning, change management, collaboration, stakeholder management, project management and communication skills.

Key Accountabilities:

Acts as the primary point of contact and strategic partner to business leaders, HRBP and Talent and Learning COE leads, like Project Delivery, Learning Technology, Learning Operations, on any day-to-day inquiries, BAU, or transformation needs

• Lead performance consulting and conduct needs analysis to diagnose gaps and develops effective solutions to address capability development needs
• Negotiate, influence, and build strong relationships with business leaders, subject matter experts, and HR partners to understand business strategy and evolving learning needs
• Provide learning advisory and thought leadership to key stakeholders, including but not limited to new and innovative learning solutions, capabilities and limitations of learning options and modalities, and recommended solutions and rollout plans
• Develop and execute the long-term learning strategy & plan and associated roadmaps for the assigned portfolio and capabilities, ensuring they align with the skills needed to support the broader business vision and delivers a great learner experience
• Build the business case for learning development and define the rollout plan in collaboration with the business senior management and other partners
• Partners with L&D stakeholders to ensure L&D workstream is appropriately staffed and resourced to support the initiative
• Inventory and identify learning assets that map to new or existing capabilities to support business outcomes
• Interact, collaborate and help influence peers and other LSAs to ensure alignment to the long-term learning plan and associated roadmaps of the capabilities assigned
• Proactively align learning strategies to the capabilities needed to address evolving business needs
• Act as intermediary between learning COE leads and business leads to ensure the learning strategy is effectively executed and to manage the ongoing sustainment model for the learning plans
• Manage issues or escalations in relation to the learning strategy within the portfolio
• Develop and leverage relationships with external learning partners on best-in-class learning services
• Align to enterprise frameworks or methodologies that relate to business architecture activities within the business area
• Attend and participate in internal and external industry committees and/or conferences for learning professionals
• Identify and implement process improvements that reduce costs or create capacity within learning development and delivery
• Provide updates and report on the development of learning assets and materials as well as progress of the overall learning strategy to support the business needs
• Actively seek feedback from users and support areas including the various COE leads
• Keep abreast of emerging issues, trends, and evolving business requirements and assess potential impacts
• Act as a learning expert / lead, integrating cross-function understanding within their own field of specialty