Learning Experience Designer: Corporate Training

Do you love turning complex business needs into learning experiences that drive real behaviour change?

Are you equally comfortable designing a high-impact leadership workshop, a blended AI enablement journey, or a practical online learning program for working professionals? Do you know how to take expert knowledge from leaders, operators, and technical specialists and turn it into clear, engaging, applied learning that people can use immediately in their work?

Do you enjoy building learning that is commercially sharp, learner-centred, practical, and measurable? Are you excited by the opportunity to help shape a fast-growing corporate training portfolio across AI, data, leadership, management, culture, and change?

If so, this may be the role for you.

Role Summary

As a Learning Experience Designer, Corporate Training, you will lead the design and development of high-impact enterprise learning solutions across online, hybrid, and in-person formats. You will work closely with subject matter experts, facilitators, program managers, and cross-functional stakeholders to translate business needs and expert insight into practical, engaging, and commercially strong learning experiences.

You will design learning journeys that go beyond content delivery to build real capability, measurable skill acquisition, and on-the-job application. This includes adapting existing ALX offerings for corporate use, co-creating new interventions where needed, and building modular curricula, workshops, assessments, projects, simulations, diagnostics, and reinforcement mechanisms that align to client outcomes. This scope reflects the enterprise model’s focus on role-specific learning, hands-on labs, assessments, rubrics, sponsor alignment, and measurable business value.

Specific Responsibilities

Learning Strategy and Solution Design

• Translate client needs, role requirements, and business goals into clear learning strategies and program architectures.
• Shape enterprise learning interventions across multiple formats, including workshops, blended journeys, short online programs, intensives, and longer cohort-based programs.
• Determine when to adapt existing ALX programs and when to build new corporate learning experiences from the ground up.

Curriculum and Experience Design

• Build clear learning outcomes, session flows, module structures, facilitator guides, learner materials, assignments, case studies, job aids, and capstone or project-based activities.
• Design for multiple modalities, including live virtual, self-paced, cohort-based, hybrid, and in-person workshop environments.
• Ensure learning experiences are practical, engaging, appropriately rigorous, and relevant to working professionals and enterprise teams.
• Create modular content and reusable design assets that support scalability, quality, and efficient customization.

Assessment, Skills Validation, and Behaviour Change

• Design assessments, rubrics, simulations, applied tasks, and project-based evaluation approaches that validate real capability, not just recall.
• Build mechanisms for skills measurement, feedback, and continuous improvement across the learner journey.
• Incorporate diagnostics, self-assessments, manager sign-off, or role-based evidence where appropriate.
• Design for behaviour change and transfer to work through reinforcement, nudges, reflection, peer learning, and practical action planning.
• Help define how learning outcomes and business outcomes will be tracked and evidenced over time.

SME and Cross-Functional Collaboration

• Partner closely with subject matter experts to convert deep expertise into accessible, structured, high-value learning.
• Collaborate with facilitators, program managers, operations, product, and commercial teams to ensure design feasibility and delivery readiness.
• Engage confidently with senior internal stakeholders and, where needed, client stakeholders during discovery, design, review, and refinement..

Quality, Iteration, and Continuous Improvement

• Apply strong learning design standards, templates, and quality assurance processes across all corporate offerings.
• Use learner feedback, stakeholder input, performance data, and delivery insights to improve learning experiences iteratively.
• Review existing ALX offerings and identify where they can be adapted for stronger corporate fit.
• Contribute to the ongoing development of the corporate training design playbook, templates, reusable assets, and design systems.
• Maintain strong version control, documentation, and organisation of learning assets for reuse and scale.

Tools, Innovation, and Design Operations

• Use appropriate instructional design, authoring, collaboration, and AI-enabled tools to improve design quality and speed.
• Explore new methods, technologies, and media formats that improve learner engagement, accessibility, and measurable impact.
• Support clean handoff into LMS or platform deployment, working with the relevant teams to ensure readiness and quality.
• Bring disciplined project management to design work, balancing creativity with structure, timelines, dependencies, and execution rigor.

Skill Requirements 

Experience

• Proven experience in instructional design, curriculum development, or related fields.
• Strong experience designing for adult professionals in corporate, executive, higher education, or workforce development contexts.
• Demonstrated experience building learning across online, live virtual, in-person, and blended formats.
• Experience working with subject matter experts to shape content in complex domains.
• Experience in one or more relevant domains such as AI, data, analytics, leadership, management, organisational effectiveness, culture, or change is strongly preferred.

Skills

• Strong command of instructional design models, adult learning principles, and learning transfer practices.
• Ability to move from ambiguous brief to clear, practical, high-quality learning.
• Strong workshop and experiential learning design capability.
• Ability to design assessments, rubrics, and application mechanisms that validate skill acquisition and on-the-job use.
• Excellent writing and communication skills, with the ability to make complex ideas clear, concise, and usable.
• Strong stakeholder management and collaboration skills across commercial, academic, technical, and operational teams.
• High attention to detail, strong judgment, and an excellent sense of learner usability and relevance.
• Proficiency with modern design, collaboration, and learning tools; comfort experimenting with AI-assisted workflows is an advantage.

Mindset

• Deep belief that learning should lead to practical capability, behaviour change, and measurable value.
• Commercially aware and outcome-oriented, with the judgment to balance quality, speed, customization, and scale.
• Curious, thoughtful, and intellectually versatile across technical, behavioural, and leadership-oriented subject matter.
• Structured and execution-focused, with the ability to manage complexity without losing clarity.
• Comfortable operating in ambiguity and shaping strong solutions from incomplete inputs.
• Open to feedback, iteration, and continuous refinement in a fast-moving environment.
• Energised by building, improving, and taking ownership in a growth-stage corporate training function.

Person Specification/Attributes

• Courage: Willingness to speak up, challenge the status quo, and embrace new challenges.
• Humility: Openness to learning, seeking help when needed, and a focus on serving others.
• Adventure: A passion for setting ambitious goals, tackling difficult tasks, and finding joy in the journey.
• Initiative: Proactive problem-solving, a sense of ownership, and a willingness to go above and beyond.
• Resilience: The ability to bounce back from setbacks, persevere through challenges, and emerge stronger.