Specialist: Learning Design and Development at Ovations Technologies

• We are looking for a learning architect to help redesign how leadership capability is built across the enterprise—from programmes people attend to tangible impact we can measure.
• This is a 6-month, high-impact build role where you will:
• Design enterprise leadership journeys that blend learning, exposure, and real work
• Embed application and ROE thinking from day one
• Build flagship programmes and systems that get used

Ideal for someone who:

• Thrives on complex, enterprise design challenges
• Is frustrated by traditional learning models
• Wants to build something new, not refine the old
• By the end of the assignment, you will have left your mark by shaping how leadership capability is built and measured across a large financial services organisation into the future.

Role Purpose

• A senior, hands-on leadership development architect to design enterprise-level leadership development architecture, measurement frameworks, and flagship programmes that translate leadership capability into measurable application and business impact resulting in true leadership bench strength and a future proof leadership pipeline.
• This role bridges strategy and learning architecture to delivery-ready design, ensuring all outputs are practical, measurable, scalable, and application-driven.
• From programmes enterprise capability
• From attendance application
• From activity measurable ROE/ROI impact by leadership level
• This role partners with the Learning CoE to design core system elements and delivery-ready solutions that enable this shift.

Assignment Focus

Leadership Development Measurement

• Design an enterprise-wide measurement framework by leadership layer (frontline, mid, senior/executive)
• Embed application and ROE/ROI logic (3–6–12 months) into all solutions
• Define credible evidence of learning transfer and impact

Mandatory Leadership Development Consumption Model

• Design a progressive, mandatory development pathway by leadership level
• Clarify participation rules, governance, and sequencing
• Align to succession, readiness and role expectations

Flagship Programme Architecture

• Architect three enterprise flagship leadership programmes
• Ensure programmes are:
• Capability-led
• Application-driven
• Measurement-by-design
• Produce delivery-ready designs

Learning Architecture & Delivery Design Quality (Critical Addition)

• Translate leadership strategy into end-to-end, executable learning journeys:

Design Expectations:

• Design full learning journeys integrating:
• formal learning,
• experience-based learning,
• cross-functional exposure,
• in-role application
• Build measurement into the design (not post-programme)
• Produce delivery-ready artefacts, including:
• programme blueprints
• facilitator guides
• participant journeys
• application tools and templates
• assessment and evidence frameworks
• Design Principles (Non-Negotiable):
• Application > content
• Business problem-led (not topic-led)
• Role-relevant by leadership layer
• Scalable across enterprise

Required Experience (Must-Haves)

• 10–15+ years experience in leadership/learning and/or talent development
• Proven experience designing enterprise leadership frameworks / architectures
• Strong leadership measurement capability beyond L1/L2 (application and outcome focus)
• Demonstrated ability to design end-to-end learning journeys, not standalone programmes
• Experience producing delivery-ready learning solutions and assets
• Deep exposure to senior and executive leadership development
• Strong capability in learning architecture and instructional design
• Experience in large, complex, regulated environments (financial services preferred)

Overall Positioning

This is not a traditional L&D role.

• We are seeking a senior learning architect who can:
• Design at enterprise level
• Build application-driven leadership journeys
• Embed measurement and impact logic by design
• Deliver ready-to-implement solutions (not concepts)

Profile We Are NOT Looking For

• Generalist L&D consultants without architecture depth
• Pure data analysts without leadership development design experience
• Programme managers focused on delivery execution only