Own the AIX learning strategy and curriculum Run recurring needs analysis to find capability gaps, and prioritize what to build against business impact. Design role-based learning paths for engineers, program managers, DRIs, managers, and new hires, favoring short, applied, just-in-time content over long courses people postpone. Maintain a single discoverable home for AIX learning content, and retire material that is stale rather than letting it quietly mislead people. Build and run manager enablement across the annual people cycle: Connects and impact conversations, Rewards recommendations, calibration and People Discussions, promotions, and Rewards Snapshot conversations. Time enablement to the actual calendar so managers are ready before each gate, and give new managers a dedicated path covering impact assessment and difficult conversations. Partner with HR to localize corporate manager guidance for how AIX operates, track readiness, and follow up with leaders whose teams are behind. Build tiered paths and run office hours around cycle milestones to close a proficiency gap that today spans power users and first-time users. Build AI fluency across the organization Establish and broadly share best practices for using AI tooling in daily work, with practical patterns, worked examples from real AIX work, and honest guidance on where these tools help and where they do not. Own AIX completion of mandatory training, including Standards of Business Conduct and the Trust Code, security foundations, privacy, and role-based requirements. Maintain completion visibility across every pod and site through Viva Learning and connected reporting, and drive completion ahead of deadlines through targeted communications and manager escalation so AIX never appears as a compliance gap. Get new hires and transfers into required training promptly in partnership with the onboarding lead, and keep leadership current on standing and risk. Work with managers to protect Aspire learning time, roughly 8 to 9 hours per month plus multi-day in-person experiences, and set the expectation that business activity moves around it rather than the reverse. Build the AIX layer on top of the corporate curriculum: local cohort community, executive connections with AIX leaders, peer mentoring, and exposure across pods rather than isolation within one team. Apply AI-assisted tooling to content drafting, needs analysis, feedback synthesis, and reporting. Bachelor's degree in Business, Education, Communications, Human Resources, Organizational Development, or related field AND 4+ years of experience in learning and development, technical or professional training, enablement, or program management with a substantial training component OR equivalent experience. Bachelor's degree AND 10+ years of experience in learning and development, enablement, or training program management OR equivalent experience. Demonstrated experience building curriculum from needs analysis through design, delivery, and measurement for a large, distributed audience. Experience delivering training in a technical or engineering environment, including working with subject matter experts to turn their knowledge into repeatable material. Excellent written and verbal communication, including the ability to explain complex processes and tools clearly to audiences with widely varying starting knowledge. Experience establishing a learning function where none formally existed, including defining scope, standards, and measurement. Formal grounding in instructional design and adult learning, such as ADDIE, 70-20-10, or Kirkpatrick evaluation, and a track record of measuring training beyond completion rates. Experience building manager enablement around performance, compensation, or talent cycles in partnership with HR. Experience driving adoption and enablement for an internal platform or system of record, in partnership with the product team behind it. Experience building AI fluency programs or communities of practice, with a demonstrated commitment to responsible AI use. Experience owning compliance training completion for a large organization, including reporting, escalation, and audit readiness. Familiarity with Viva Learning or comparable learning platforms, and experience supporting early-career or university hire programs. Ability to influence senior leaders without direct authority in a large, matrixed environment, with a strong bias for action.