Talent Leader - Learning Design & Experience

Job Description
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.

What we offer

• Visibility and influence: A genuine seat at the table: direct reporting to the Global Head of L&D, with active partnership across the senior P&C community and business leadership.
• Investment in the craft: Resourced backing for cutting-edge learning technology, AI tooling, simulation platforms, and academic partnerships.
• Global scope: A truly global remit, with the freedom to set the design philosophy and standards for the company.
• A culture of impact: A function that values evidence, business impact, and design quality - not training volume or activity metrics.
• An IC role that carries impact: A senior IC role with the autonomy of a leader and the depth of a craft expert - without the trade-offs of people management.

#LI-Hybrid
About Us
CSC is a global business, legal, and financial services company based in Wilmington, Delaware, USA, providing knowledge-based solutions to clients worldwide. We have offices and capabilities in over 140 jurisdictions in the Americas, Europe, Asia Pacific, and the Middle East, and more than 8,000 colleagues. We are the business behind business.®
Visit our careers site to learn more about CSC and our commitment to our clients, communities, and each other.
CSC is committed to creating a feeling of belonging through a diverse and growth-oriented environment where everyone is valued.
CSC colleagues have global career opportunities and excellent benefits, including annual success-sharing bonuses or commission plans based on individual performance. To learn more, visit cscglobal.com/service/careers.
We offer a range of support to colleagues with disabilities, ensuring people have the necessary resources to thrive in their roles. We encourage candidates to work closely with our talent acquisition partners to convey their specific needs. Our commitment to accessibility reflects our broader dedication to diversity and belonging,
CSC only accepts resumes from employment agencies that are part of our approved supplier program. Resumes submitted from other agencies either to talent acquisition, our hiring leaders, employees, or through any other mechanism other than our supplier process, will not be eligible to claim related fees and the submitted resumes will be considered property of CSC.
We encourage candidates to apply directly to our website and not through third-party sources.
Disclaimer: The information above describes the general nature and level of work performed by employees in this role. It is not intended to describe all duties, responsibilities, and qualifications.
About the Team
At CSC®, we're always looking ahead, finding ways to innovate, challenge the status quo, and anticipate the needs of our clients. We exceed expectations by adapting client ambitions and goals as our own. This Fierce Client Spirit has helped us adapt and create solutions that have enabled businesses to run smoother and smarter for more than 125 years. It's also the reason we're the trusted partner of many of the world's most successful organizations.
CSC is committed to attracting, developing, and retaining talented people whose values align with ours. We empower our colleagues to bring the right solutions to market to meet client demand. That's why we are the leading provider of business administration and compliance solutions.

• CSC is a great place to work with smart and dedicated people.
• We have won several employer recognition awards, including Top Workplace USA, Great Places to Work India, and Built In's Best Places to Work.
• We offer fulfilling work and career opportunities. Most positions are filled with internal moves and employee referrals.
• Employees are eligible for Success Sharing, bonuses, or commission plans based on role and individual performance.
• CSC offers a competitive and comprehensive benefits package that includes annual leave, tuition reimbursement, referral bonuses, and more.
• As business needs allow, CSC offers hybrid or remote work schedules in alignment with local regulations. Specific details for this position will be discussed during the interview process.