The Learning Designer – Strategic Growth Skills plays a critical role in building the capabilities that will power the organisation’s future growth. This role focuses on designing and delivering learning solutions that build priority skills aligned to the organisation’s strategic objectives and skills framework. The role includes designing applied technical training across diverse areas, including but not limited to: AI, Data, Digital customer engagement and Health domains, enabling colleagues to build confidence and competence through hands-on practice. Working closely with senior stakeholders, functional leaders and subject matter experts, the role translates business priorities and emerging skill needs into high impact, scalable learning experiences that drive measurable capability uplift Strategic Skills Design • Design learning solutions that build critical skills aligned to strategic growth priorities. • Translate business strategy, workforce plans and skills frameworks into clear capability outcomes and learning journeys for defined populations. • Identify current and future skill gaps using data, insight and stakeholder input, and design interventions to address them. Stakeholder Management & Business Partnering • Act as a trusted learning partner to business leaders, capability owners and functional teams. • Partner with strategic workforce planning, OD, people teams and business stakeholders to identify, determine and validate skills requirements for defined areas. • Work closely with business stakeholders, functional leaders and capability owners to understand strategic priorities and performance challenges, assessing needs quickly and building relevant learning interventions at pace. • Influence and challenge constructively to ensure learning solutions are aligned to business impact, not just content delivery. Skills Frameworks & Capability Building • Apply a strong understanding of skills frameworks, skills assessment to identify, validate and refine skill requirements across strategic areas connected to business outcomes. • Support the definition, refinement and application of strategic skill definitions across diverse domains Learning Design & Delivery • Create engaging, modern learning experiences using a blend of digital, experiential and on-the-job approaches to build proficiency levels in key skill areas and support colleagues progressing through proficiency levels to defined populations and varying intervention by domain. • Partnering with SME’s to translate technical concepts into clear, role-specific learning interventions. • Create hands-on applied learning through (labs, guided practice, sandboxes, walkthroughs, simulations or scenario-based tasks • Partner with external providers and internal experts where appropriate to accelerate capability building. Print Page • Support roll-out and adoption of learning interventions through champion networks, communities of practice and stakeholder communications to defined populations Measurement & Impact • Define clear success measures linked to skill acquisition, application and business outcomes. • Use feedback, data and insight to continuously improve learning solutions and demonstrate value. Strong experience of building learning interventions in technical areas or complex area. Experience designing enterprise level capability solutions, not just individual learning interventions. Significant experience in learning, capability or workforce development roles, with exposure to technical or specialist skill domains. • Demonstrable experience working with skills frameworks, capability models or workforce skills data • Excellent stakeholder management and business partnering skills, with the ability to influence at multiple levels • Ability to translate strategic priorities into practical impactful learning solutions • Strong learning design capability across digital, blended and experiential approaches • Strong learning agility and curiosity across • Experience of working across diverse areas • Flexible and adaptable to changing priorities.