L&D Architect

JOB ENVIRONMENT:

AXA Global Business Services is a subsidiary of AXA Group, one of the leading insurance brands in the world. We embody the essence of a diverse, global team, uniting talents from around the world to create a seamless, supportive network for all AXA entities. Our story is one of collaboration and growth, deeply rooted in our mission and vision, guiding every step we take.

Our Mission: Together with entities, we deliver advanced services and shape solutions that drive operational excellence. In the heart of AXA, our role is multi-layered. From insurance operations to corporate functions, we leverage data, technology, and diverse capabilities to enhance our partners' performance in a streamlined, efficient manner.

Our Vision: Building on unique capabilities and expertise, our teams dare to open new doors for AXA. We are not just about today; we are shaping tomorrow. Our vision is to continuously develop new skills and solutions, opening doors to fresh opportunities. This means committing to the highest service and quality levels, embracing continuous improvement, and fostering courage and boldness within our team.

For over 25 years, our operations have spanned across five delivery centres in India and Morocco, serving more than 35 AXA entities. Our 3,800+ strong workforce is the heartbeat of our organisation, moving forward in a culture of trust, empowerment, and care. Driven by our values, we are a cohesive global team, quick to adapt to market dynamics, united by the desire to excel.

Our Centres of Excellence (COEs) offer advanced services, shaping tailor-made solutions for our partners in the Tech, Security, Data, Insurance Ops and Corporate function Ops domain.

The AXAllence strategic plan for 2024-26 charts our future course, focusing on operational efficiency, employee retention and skill enhancement, and delivering unparalleled value to our partners. These pillars, supported by our vision and mission, are the foundation of our commitment to AXA.

In essence, while our heritage lies in delivering value in BPO services, our innovative spirit thrives in the IT domain, all in support of the overarching AXA Group strategy. At AXA Global Business Services, we are not just preparing for the future; we are actively creating it.

JOB PURPOSE:

The HR & Communication team defines and drives AXA GBS people strategy, operating as a strategic business partner for the Executive Leadership team to enable them to deliver their strategic transformation goals.

In a context of a large and deep transformation, the HR & Communication team aims to bring live a new Employee Value Proposition based on a skills-first approach. The ambition is for AXA GBS to become a skills-based organization able to anticipate and effectively respond to new capabilities building, by reallocating resources in response to shifting partners’ demand, enabling the Business teams to seize new opportunities more effectively, and by redeploying resources impacted by the automation of transactional activities and processes.

In that context, the Learning & Development (L&D) Architect plays a crucial role in implementing a role-based learning approach through the design, the development, and the facilitation of learning programs and initiatives that are essential for the success of the organization and the specific learning needs of employees based on their roles.

The L&D Architect supports a specific business perimeter within AXA Global Business Services: 1) Insurance Operations or 2) Corporate Functions Services or 3) Technology, Security, Data, AI, Analytics services.

ROLES & RESPONSIBILITIES:

1. Learning Program Design: design, develop and facilitate learning programs that are tailored to the skill requirements of different roles, ensuring that the content, delivery methods, and assessments are aligned with the specific competencies needed for each role within the organization.
2. Skills Assessment and Analysis: conduct comprehensive skills assessments to identify the impact of automation and AI on existing roles and analyze the changing skill requirements to align learning and development initiatives with the evolving needs of employees.
3. Reskilling and Upskilling Programs: develop targeted reskilling and upskilling programs that address the specific skill gaps resulting from automation and AI, ensuring that employees are equipped with the necessary skills to transition into new roles or adapt to the changing requirements within their current roles.
4. Role-Based Learning Pathways: design role-based learning pathways that provide employees with the opportunity to acquire the skills needed to succeed in new or evolving roles, leveraging a role-based learning approach to tailor learning experiences to the specific requirements brought by the business evolving needs.
5. Vendor Management: Identify and select external vendors or learning partners that offer learning solutions and resources and have the capability to support the organization's learning and development needs. Monitor and evaluate their performance to ensure the quality, relevance, and effectiveness of the learning solutions and resources provided, and make adjustments as needed to maintain alignment with the organization's learning objectives.
6. Change Management and Communication: collaborate with the HRBPs in leading change management efforts to support employees through the transition, and in communicating the rationale and benefits of reskilling and upskilling initiatives to ensure employee buy-in and engagement in the learning programs.
7. Technology Integration: collaborate with IT and technology teams to integrate learning technologies and tools that facilitate the acquisition of new skills related to automation and AI, enabling employees to effectively engage with the learning content in a technology-driven environment.
8. Continuous Learning Culture: promote a culture of continuous learning and adaptability, encouraging employees to embrace lifelong learning and stay abreast of technological advancements, while fostering a mindset of agility and readiness for change.
9. Performance Support and Feedback: provide ongoing performance support and feedback mechanisms to ensure that employees are effectively applying newly acquired skills in their roles and make adjustments to the learning programs based on feedback and performance data.
10. Collaboration with Stakeholders: Collaborate with business leaders, HR, and subject matter experts to ensure that learning initiatives are closely aligned with the evolving business needs and strategic objectives in the context of automation and AI.

In summary, the responsibilities of the Learning & Development Architect involve to strategically address the impact of automation and AI on roles, and to design and implement targeted learning initiatives to support employees in acquiring the skills necessary to thrive in the transformed environment.

QUALIFICATIONS, EXPERIENCE, SKILLS & CERTIFICATIONS:

Qualification and Experience:

• Educational Background: a master's degree in education, organizational development, human resources, instructional design, or a related discipline.
• Learning and Development Experience: a minimum of 12 years of experience in learning and development, instructional design, or related fields, preferably in contexts that involve significant organizational
• transformation or technological change.
• Domain expertise: required in-depth knowledge and expertise on 1) Insurance Operations or 2) Corporate Functions Operations or 3) Technology, Security, Data, AI and Analytics services

Technical skills: