AVP - Learning & Development

About NAV: NAV Fund Services is a global fund administrator established in 1991, serving over 2,550+ clients across six continents. With a team of 3,300+ professionals and an industry-leading 99% client retention rate, NAV has built a reputation for consistency, innovation, and long-term partnerships. As part of the global NAV Fund Services Group, we leverage cutting-edge technology and a performance-driven culture to deliver exceptional value to our clients in hedge funds, private equity, venture capital, and other alternative investment sectors.

About the Role: The AVP - Learning & Development is responsible for shaping and executing a future-focused learning strategy that builds organizational capability, accelerates business performance, and prepares the workforce for evolving market demands. This role goes beyond traditional L&D to drive a skills-first organization, embed continuous learning into the flow of work, and leverage technology, AI, and data to personalize and scale learning outcomes. The role partners closely with business leaders, HR, and external ecosystems to ensure that learning is a strategic lever for growth, innovation, and talent retention.

Key Responsibilities: 1. Enterprise Learning Strategy • Define and execute a multi-year, future-ready learning strategy aligned with business goals and workforce transformation priorities • Transition from program-based learning to a skills-based, capability-driven model • Identify critical skills for the future (digital, leadership, functional) and ensure proactive capability building 2. Capability & Skills Architecture • Build and maintain a skills taxonomy and capability frameworks across the organization • Drive workforce readiness through reskilling, upskilling, and cross-skilling initiatives • Embed skill intelligence into talent processes (hiring, mobility, succession) 3.

Digital & AI-Driven Learning Ecosystem • Lead the deployment and optimization of a modern Learning Experience Platform (LXP) and learning tech stack • Leverage AI for: o Personalized learning journeys o Skills inference and recommendations o Learning analytics and insights • Integrate learning into the flow of work (collaboration tools, CRM, internal platforms) 4. Leadership & Talent Development • Design and deliver enterprise leadership development frameworks for all levels • Build succession pipelines and future leadership capability • Enable leaders as coaches and learning champions 5. Learning Experience & Culture • Shift from "training delivery" to learning experience design (LXD) • Foster a culture of continuous, self-directed learning • Drive employee engagement through social, experiential, and cohort-based learning 6.

Measurement & Impact • Establish robust frameworks to measure: o Learning effectiveness o Capability uplift o Business impact and ROI • Use data to continuously refine strategy and investments 7. Stakeholder & Business Partnership • Act as a strategic advisor to business leaders on capability gaps and development priorities • Build strong partnerships with HRBPs, Talent, and external learning providers • Influence senior leadership on future workforce strategies 8. Vendor & Ecosystem Management • Curate and manage a high-quality ecosystem of partners (EdTech, universities, content providers) • Ensure optimal investment and innovation in learning solutions Expectations from the Role: • Deliver measurable business outcomes, not just learning activity • Act as a thought leader in future skills, AI-enabled learning, and workforce transformation • Create a scalable, tech-enabled learning ecosystem that supports global growth • Drive high adoption and engagement across all employee segments • Build a high-performing L&D team with strong consulting and design capabilities • Position learning as a competitive advantage for talent attraction and retention