Senior Learning Partner

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Why join Safeguard Global? 👀 We want to help you "work in any way " - that means making time for family, commitments, and life outside of work so that you can have the best of both worlds. When you own what you do and are driven to deliver, you have the flexibility to decide where and how you work. 🚀 Our roles aren't just remote and hybrid first - they break free from the traditional ways of doing things, paving a way for a job that works for you. ✅ The role in a nutshell: The Senior Learning Partner enables organizational capability and performance through impactful, business-aligned learning solutions. This senior individual contributor role owns the end-to-end learning lifecycle (needs analysis, design, delivery, evaluation, and continuous improvement) for priority areas, ensuring programs support onboarding, role-specific development, leadership growth, and ongoing skill enhancement. Operating as a strategic partner to senior leaders and subject matter experts, the Senior Learning Partner shapes learning priorities, influences decisions without formal authority, and uses data to demonstrate effectiveness and drive measurable performance outcomes and a culture of continuous development. How you will make a difference: Partner with senior stakeholders to diagnose performance needs, clarify desired business outcomes, and translate priorities into a learning roadmap. Recommend the right solution (learning, support materials, communications, or coaching), balancing speed, cost, risk, and impact. Provide thought leadership on modern learning practices (learning, design, coaching, and scalable enablement) and act as a subject-matter expert for the learning partner approach. Facilitate high-impact sessions for new hires and existing employees across various topics, adjusting delivery strategies when needed. Lead onboarding and induction programs, ensuring an effective and consistent learner experience across locations and time zones. Coach other facilitators and subject matter experts on delivery best practices to raise overall facilitation quality. Own key learning programs end-to-end, including scope, timelines, communications, stakeholder alignment, and clear success measures. Project-manage and track learning activities, ensuring timely completion and compliance with organizational requirements; proactively remove blockers and manage dependencies. Maintain and manage user access within learning platforms and systems; define standards, templates, and ways of working to improve scalability and consistency. Partner with external vendors and internal partners as needed to source, co-develop, or deliver solutions; manage quality and alignment to business needs. Create, curate, and update learning curricula, programs, materials, job aids, and resources using adult learning principles and a consistent style/brand approach. Partner with subject matter experts and learning designers to build solutions. Regularly review and enhance training content to reflect evolving business needs, tools, processes, and compliance requirements. Influence and align cross-functional partners to enable change adoption, ensuring learning is integrated into rollout plans and reinforced post-launch. Act as an advocate for internal learning resources and drive engagement and a strong learning culture through campaigns, toolkits, and manager enablement. Evaluate learning effectiveness using feedback, assessments, and performance metrics (e.g., adoption, proficiency, quality, productivity), and connect learning outcomes to business results where possible. Build reporting and insights to identify trends, inform decision-making, and prioritize improvements. Own key learning KPIs for assigned programs, set targets with stakeholders, and drive actions to improve results. Lead continuous improvement cycles, incorporating learner and stakeholder feedback to enhance experience and impact. Identify and recommend improved ways of working across learning programs and partnerships. Manage training-related communications and inquiries through designated channels, resolving complex learning issues and escalations and improving service levels. Support organizational initiatives by recommending on-demand or change-related training; proactively identify capability risks and propose mitigation actions. Mentor and develop other Learning Partners and/or facilitators through coaching, peer reviews, and shared best practices (as an individual contributor, not a people manager). Serve as a role model for employees and demonstrate the company culture and values. What will give you an advantage: Bachelor's degree in education, business, human resources, or a related field (or equivalent experience), Advanced certifications in learning & development, facilitation, instructional design, evaluation, coaching, or CIPD-equivalent qualifications are desirable 10+ years of experience in corporate learning & development, enablement, talent development, or a related

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