Senior Manager, Learning & Capability Development

Overview

The Senior Manager, Learning & Capability Development plays a key role in advancing BIC’s talent agenda by designing scalable digital and blended learning solutions that strengthen critical business capabilities across the enterprise.

This is a strategic capability-building role with a strong focus on functional learning, digital curriculum design, learner experience and measurable business impact. The role partners closely with senior business leaders to identify priority capability gaps, translate them into learning strategies, and build practical development pathways that improve performance in areas such as Sales, Marketing and other priority business functions.

The first priorities will include strengthening commercial capability through the Sales Academy and supporting the development of Marketing capability. The role will require someone who can work directly with business leaders, diagnose capability needs, design scalable learning solutions, and use data to measure adoption, effectiveness and impact.

Working in close partnership with Leadership & Organization Effectiveness, Talent Management & Change, Talent Acquisition, People Analytics, People Operations and HR Business Partners, this role ensures capability development is aligned with broader enterprise talent priorities. Digital learning platforms are managed through HR Operations Excellence and Shared Services; this role acts as the strategic partner shaping content, learner journeys, curriculum priorities and capability insights deployed through those platforms.

Key Responsibilities

Digital Learning Strategy

• Lead the digital learning ecosystem and enterprise learning experience from a content, curriculum and learner journey perspective.
• Define scalable digital and blended learning strategies aligned to BIC’s enterprise capability priorities.
• Curate learning pathways that support critical business capabilities, especially in commercial, marketing and other functional areas.
• Drive adoption and effectiveness of digital learning tools, content and learning pathways.
• Strengthen learning accessibility, consistency and scalability across populations, markets and functions.
• Partner with HR Operations Excellence and Shared Services to ensure learning solutions are deployed effectively through enterprise platforms.

Capability Development

• Partner with business leaders and HR colleagues to identify priority capability gaps across key business functions.
• Translate business capability needs into scalable learning strategies, curricula and development pathways.
• Build structured learning journeys aligned to BIC core competencies, functional capability priorities and evolving enterprise skill needs.
• Design solutions that combine internal content, external resources, experiential learning, coaching, manager enablement and practical application.
• Contribute to the development and application of skills and capability frameworks, ensuring learning solutions support BIC’s future skills agenda.
• Support the integration of skills data into learning pathways and capability-building strategies.

Learning Design & Deployment

• Oversee the development of practical, scalable and business-relevant learning solutions.
• Apply adult learning principles, instructional design methodology and learner-centered design to create engaging and effective learning experiences.
• Curate and integrate off-the-shelf, internally developed and external provider content into fit-for-purpose learning solutions.
• Design learning experiences that are not only content-rich, but application-focused and connected to real business needs.
• Partner with business leaders to ensure learning solutions are adopted, embedded and reinforced by managers.
• Ensure learning journeys are designed with clear objectives, target audiences, success measures and business outcomes in mind.

Learning Insights, Data & Continuous Improvement

• Use learning, talent and business data to identify trends, gaps in adoption, opportunities for improvement and areas of capability risk.
• Consume data from a range of sources, including Power BI, SAP SuccessFactors, LMS platforms and Excel.
• Analyse, interrogate, manipulate and interpret data to identify trends, inconsistencies, adoption gaps and opportunities to improve learning effectiveness and capability impact.
• Define and track measures of learning effectiveness, capability impact and ROI, including learner application, performance improvement and business outcomes where possible.
• Monitor participation, engagement, feedback, completion, adoption and impact to continuously improve learning relevance and effectiveness.
• Use capability and skills data to refine learning priorities, delivery approaches and investment decisions.
• Operate effectively in an environment with evolving data maturity, balancing available data-driven insights with judgement, business context and stakeholder input.

Cross-Team Integration

• Partner with Leadership & Organization Effectiveness to translate leadership and team effectiveness priorities into scalable learning solutions.
• Partner with Talent Management & Change to ensure talent insights inform capability priorities and learning investment.
• Partner with People Analytics and People Operations to define reporting, dashboard and analytics requirements, ensuring learning data is aligned with business questions.
• Collaborate with People Analytics and HR teams to leverage talent data insights, such as talent distribution, skills gaps, turnover risks, succession risks and internal mobility trends.
• Support Talent Acquisition through onboarding and capability priorities linked to strategic talent needs.
• Promote disciplined and consistent use of HR systems to enable reliable reporting, stronger insights and better decision-making.
• Align capability-building efforts with enterprise talent priorities, transformation initiatives and business performance goals.

Qualifications

• Bachelor’s degree required; advanced degree preferred.
• 7–10 years of experience in learning strategy, instructional design, curriculum design and capability development.
• Strong experience building capability solutions for business functions such as Sales, Marketing, Commercial, Supply Chain or related areas.
• Demonstrated expertise in digital learning design, blended learning approaches, learner experience and scalable curriculum architecture.
• Strong ability to diagnose skill and capability gaps and translate business needs into practical, measurable development solutions.
• Experience designing or supporting functional academies, commercial learning journeys, sales capability programmes or similar large-scale capability initiatives is highly desirable.
• Experience curating external learning content, selecting learning providers and evaluating off-the-shelf solutions.
• Strong analytical capability, with experience using learning, talent and business data to shape priorities and recommendations.
• Experience using HR and learning systems such as SAP SuccessFactors, LMS platforms, Power BI or similar reporting tools.
• Confident using Excel for data manipulation, analysis and reporting, including pivot tables, formulas, lookups and structured data interpretation.
• Experience interrogating dashboards and reports, asking the right questions, connecting data from different sources and translating insights into business-relevant actions.
• Ability to define and track KPIs, OKRs and measures of learning impact, including adoption, effectiveness, application and ROI where possible.
• Confident presenting data-informed insights and recommendations to senior leaders.
• Strong ability to influence senior stakeholders and partner effectively across a matrixed, international organisation.
• Strong project leadership, design thinking, stakeholder management and execution capability.
• Comfortable working in an evolving environment where data, processes and capability frameworks are still maturing.

BIC World is an Equal Opportunity Employer. We strongly commit to hiring people with different backgrounds and experiences to help us build better products, make better decisions, and better serve our customers. We do not discriminate based upon race, religion, color, national origin, gender, sexual orientation, veteran status, disability status, or similar characteristics. All employment is decided based on qualifications, merit, and business need.

BIC World is not seeking assistance or accepting unsolicited resumes from search firms for this employment opportunity. Regardless of past practice, all resumes submitted by search firms to any team member at BIC via email, or directly to a BIC team member in any form without a valid written search agreement in place for that position will be deemed the sole property of BIC, and no fee will be paid in the event the candidate is hired by BIC as a result of the referral or through other means.