Role: Talent Leader - Learning Design & Experience

Location: Bangalore

Working Model: Hybrid

Shift Timings: 11AM-8PM IST

Introduction:

This is a Centre of Excellence senior role, designed to bring learning design and experience capability into our global L&D team. As we execute our Ignite 2030 mission, the way we build capability across the company is being reimagined - from a function that delivers training to one that designs learning that drives business outcomes.

Key focus areas for this role - instructional design, simulations, leadership development architecture, peer learning, content strategy, AI-enabled learning, and academic partnerships.

If you have spent your career arguing that L&D should be measured by business impact rather than training hours, this is the role you have been waiting for.

Role purpose

To design high-impact, scalable learning experiences that translate CSC's capability priorities into measurable business outcomes - leadership readiness, performance lift, retention, and speed to capability.

This is a strategic design role. You will own the full lifecycle: diagnosing capability gaps with the business, designing the programs aligned to the learning architecture outcomes, and evaluating whether behaviour and business outcomes actually shifted.

Some of the things you'll be doing:

1. Design learning that moves the business

Translate strategic capability priorities into structured learning journeys - not just training catalogues.
Apply adult learning rigour to every design: every solution must answer how will behaviour change, and how will we know
Build design standards and reusable templates that allow quality to scale without proportional headcount growth.
Own the full design cycle - from diagnosis through evaluation of business outcomes.

2. Build simulations and experiential programs

Design scenario-based simulations that develop high-stakes decision-making and leadership judgment.
Integrate experiential learning into flagship leadership programs as core architecture, not just bolt-ons.
Use learner performance data and business outcome signals to continuously sharpen simulation effectiveness.

3. Architect leadership development at scale

Design global leadership journeys mapped to succession plans, competency frameworks, and pipeline priorities.
Build cohort-based and peer learning models that transfer insight across geographies and functions.
Ensure programs are designed for transferability - they should work across regions without much of a redesign.

4. Embed AI in how we design and deliver learning

Make AI-native the default mode of our design workflow - personalisation, content generation, scaled delivery, real-time feedback.
Identify and pilot emerging learning technologies before they become mainstream, not after.
Drive adoption of modern learning methods and actively retire legacy formats that no longer perform.

5. Own content strategy and quality

Build and govern a structured, searchable content library - tied to specific capability outcomes.
Set and enforce quality standards across all learning content, internal and externally sourced.
Establish a regular content review cadence so the library stays current, credible, and relevant.

6. Design social and peer learning

Design peer forums, communities of practice, and collaborative learning experiences that scale.
Build structured reflection, feedback, and knowledge-sharing mechanisms into flagship programs.
Strengthen the learning culture through sustained peer engagement, not one-off events.

7. Manage academic and executive partnerships

Source and steward relationships with top-tier universities and executive education providers globally.
Negotiate partnerships based on measurable ROI, not institutional reputation alone.
Curate external opportunities that directly accelerate internal talent priorities.

8. Be a trusted advisor

Operate as a trusted advisor - willing to push back when a learning intervention is not the right fix.
Communicate in business language: pipeline risk, performance lift, speed to capability - not training metrics.

What technical skills, experience, and qualifications do you need

14 - 18 years of progressive L&D experience, with at least 6 years leading learning design, learning experience, or COE functions in a global or multi-geography environment.
Demonstrated track record of designing leadership development architectures, simulations, or experiential programs adopted at enterprise scale.
Hands-on credibility with AI in learning - not theoretical familiarity, but someone who has actually built, piloted, or scaled AI-enabled learning solutions.
Experience operating across business units, shared services, or matrixed global organizations.
Deep expertise in adult learning theory, instructional design methodologies, and learning experience design.
Strong consultative posture - comfortable diagnosing, advising, and pushing back with senior business leaders.
Data fluency - able to translate learning effectiveness data into business outcome conversations.
Operates with rigour and pace; comfortable with ambiguity and standing up something new.
Bias for impact over activity, business outcomes over training metrics.
AI-native, not AI-curious.
Builder's mentality - energised by setting up a function that has not formally existed before.
High personal standards for design craft, quality, and learner experience.
Bachelor's degree required; Master's in Organisational Psychology, HR Development, Learning Design, Education, or a related field strongly preferred.
Certifications in instructional design, learning experience design, leadership coaching, or design thinking are valued.