Senior Manager – Learning Strategy & Capability Building

Role Overview

This is a strategy and transformation role, not an L&D operations position. We are looking for a Senior Manager to drive AI-first, domain-first capability building across the organization, anchored in business priorities and future skill needs.

The role will focus on research-backed, data-driven learning strategies, aligning learning interventions with career development frameworks and enterprise capability goals. You will work closely with the Head of L&D to design and scale high-impact programs that build differentiated talent capabilities in a tech-driven environment.

Key Responsibilities

1. Capability Building Strategy (AI-First, Domain-First)

1. Define and drive capability-building roadmaps aligned to business priorities (AI, data, tech & domain specialization)
2. Translate organizational strategy into structured learning journeys and skill architectures
3. Partner with business leaders to identify critical capability gaps and future skill requirements
4. Embed a strong focus on Artificial Intelligence, data, and domain-led differentiation

2. Learning–Career Alignment

1. Align learning interventions with career progression frameworks and role-based competency models
2. Design structured pathways (entry advanced expert) across key capability areas
3. Ensure learning drives measurable career mobility and internal talent growth

3. Strategic Program Leadership (End-to-End)

1. Lead large-scale, high-impact programs including:
2. Leadership development initiatives
3. Functional and domain capability academies
4. Enterprise-wide transformation programs
5. Own the full lifecycle: problem definition, design, execution, governance, and impact measurement
6. Ensure programs are scalable, outcome-driven, and tightly linked to business KPIs

4. Research & Data-Driven Decision Making

1. Conduct external and internal research to inform capability priorities and program design
2. Benchmark against leading practices from organizations which are mid and large size
3. Build frameworks to measure learning impact, capability progression, and ROI
4. Use insights to continuously refine strategy and interventions

5. Stakeholder Management & Business Partnership

1. Act as a strategic advisor to business leaders, HRBPs, and senior leadership
2. Partner closely with the Head of L&D on planning, reviews, and executive updates
3. Drive alignment between business goals, talent strategy, and learning investments
4. Influence decision-making through strong storytelling and data-backed insights

6. Learning Innovation & Ecosystem

1. Leverage features of modern learning platforms to enable scalable capability building
2. Drive adoption of AI-enabled, personalized, and experiential learning models
3. Integrate learning into the flow of work and business processes

What This Role Is NOT

1. Not focused on L&D operations, training logistics, or program administration
2. Not a content coordination or vendor management role
3. Dedicated L&D operations support is already in place

Key Requirements

1. 10–14 years of experience in L&D / talent / capability building within a technology or digital organization
2. Strong experience in enterprise capability building and strategic program management
3. Proven ability to design and scale large, business-aligned learning interventions
4. Strong orientation toward research, structured problem-solving, and data-driven decision-making
5. Experience working with senior leadership and influencing business stakeholders

Preferred Qualifications

1. Experience in consulting, product, or technology-led environments
2. Exposure to AI, data, and domain capability frameworks
3. Familiarity with career architecture, skill taxonomies, and workforce planning
4. MBA or equivalent postgraduate degree

Success Measures

1. Tangible improvement in critical capability areas (AI, domain, leadership)
2. Strong alignment between learning investments and business outcomes
3. Scalable, high-impact programs with measurable ROI
4. Positive stakeholder feedback and leadership confidence

Why This Role Matters

This role is central to building Incedo's competitive advantage—developing a workforce that is not only skilled, but future-ready, domain-strong, and AI-enabled.