Global Learning Leader

Description:

The Global Head of Learning is responsible for establishing the Marsh McLennan learning & leadership development strategy. The position delivers consistent solutions across Marsh McLennan, while also identifying and responding to business-specific nuances that require additional programming or services. This position gathers inputs from and coordinates across the various People and Business Leaders to ensure that programming meets evolving business needs. This position proactively identifies and diagnoses enterprise talent gaps, designing new programming as needed.

The ideal candidate is deeply experienced, collaborative, team-focused and can execute with speed, simplicity and excellence within a fixed budget.

Organization, Reporting Relationship & Key Decision Rights

This position is part of the Talent & Inclusion Center of Expertise, within the People function organization and reports directly into the Talent & Inclusion COE Leader. This position manages the global Marsh McLennan Enterprise Learning team.

The Talent & Inclusion COE forms part of the People Strategy team. The People Strategy Team identifies, develops and delivers solutions, and is comprised of six centers of expertise — HR Strategy, Workforce Planning, Talent & Inclusion, Executive Compensation, Broad-Based Compensation and Benefits & Mobility. The People Strategy team delivers informed perspectives and creative solutions; anticipates and helps the organization respond to market, business and colleague needs; and brings a balance of deep technical expertise and consultative approach to identifying opportunities and developing scalable solutions that enable impact.

Responsibilities

Informs the organization's learning & leadership development strategy aligned with our enterprise talent models and business needs and ongoing development and stewardship of the Marsh McLennan University.

Areas of focus include onboarding, professional and commercial skills programming, people manager, DEI learning initiatives and leadership development.

Develops partnership strategy to build Marsh McLennan- bespoke content via team of instructional designers, and leverages vendor relationships to ensure the appropriate “off-the shelf” content is available to colleagues.

Consults with Senior Talent Partners to understand strategic talent priorities, define learning and development requirements and ensure appropriate sponsorship, engagement and alignment.

Drives for enterprise-wide standardization of learning & leadership development resources while allowing for region/business specific nuances where necessary.

Oversees the enterprise’s digital learning strategy and the integration of its modalities into a larger content curation and portfolio management approach.

In partnership with Global Talent and Inclusion COE Leader, develops pillar KPIs; Liaises with Learning Leaders to collect data and ensure pillar KPIS are met.

Monitors external market trends and liaises with COEs to identify pressing talent gaps, developing targeted learning & leadership development strategies and programs.

Responsible for managing and leading a team of ~30people to deliver against three pillars– Program and Marsh McLennan University Delivery, Instructional Design and Development, Talent & Learning Operations

Oversees the design and implementation of the annual calendar of learning & leadership development programs, initiatives, tools and processes to coordinate effectively across other strategic initiatives; Analyzes and reports on program roll-up and key themes.

Manages labor, technology and expense budgets within pillar.

Works with People Services to identify opportunities to streamline processes without compromising alignment to business and/or regional needs.

Key Relationships:

Function Leadership: collaborate to set the learning & leadership development strategy.

Business Leaders: interact directly to understand needs and for certain services.

Global Talent Leader: receive guidance and ensure alignment with Talent & Inclusion COE’s overall philosophy and strategy.

Other members of the Global Talent & Inclusion COE Leadership Team: partner to ensure alignment with Talent & Inclusion COE’s overall philosophy and strategy.

Sr. Talent Partners for each of our four businesses: provide guidance/oversight as it relates to instructional design and development.

Sr. People Partners/People Partners embedded in our businesses: partner to liaise with business as needed on instructional design / development and needs.

Other Learning Leaders: partner to share best practices and ensure alignment with overarching people strategy.

Experience, knowledge and competence requirements.

Bachelor's degree in Instructional Design, Education, or a related field or equivalent experience (10 years +). A Master’s degree is preferred.

Skilled professional with experience of working in a hybrid environment, managing a global team, and delivering solutions to a multi-language workforce.

Experience with building a skills-based approach

Deep experience in learning and development practices, with a focus on ensuring for an excellent colleague experience, within a fixed budget , that is relevant across businesses.

Extensive business and human resources experience in a growth environment with substantial organizational change.

Ability to collaborate and influence with direct and indirect accountability as well as build trust with senior stakeholders.

Highly resourceful and independent; can navigate large organizations with sound judgement.

Solid business acumen with a commercial approach; exceptional business insight, strategic orientation and consultative skills.

Ability to simplify the complex and operationalize with consistent execution.

Proven ability to flex own style to be both strategic and hands-on when required.

Strong delivery orientation with excellent organizational, interpersonal and communication skills.

Proven ability in successfully operating in a matrixed (geographic / functional) global work environment.

Proven experience in building performing teams and leading in a best-in-class human resources team, preferably having worked in a global organization recognized as a leader in human capital programs and practices.

 (NYSE: MMC) is the world’s leading professional services firm in the areas of risk, strategy and people. The Company’s more than 85, colleagues advise clients in over countries. With annual revenue of $23 billion, Marsh McLennan helps clients navigate an increasingly dynamic and complex environment through four market-leading businesses. data-driven risk advisory services and insurance solutions to commercial and consumer clients. develops advanced risk, reinsurance and capital strategies that help clients grow profitably and pursue emerging opportunities. delivers advice and technology-driven solutions that help organizations redefine the world of work, reshape retirement and investment outcomes, and unlock health and well being for a changing workforce. serves as a critical strategic, economic and brand advisor to private sector and governmental clients. For more information, visit , or follow us on and .

Marsh McLennan is committed to embracing a diverse, inclusive and flexible work environment. We aim to attract and retain the best people and embrace diversity of age background, disability, ethnic origin, family duties, gender orientation or expression, marital status, nationality, parental status, personal or social status, political affiliation, race, religion and beliefs, sex/gender, sexual orientation or expression, skin color, veteran status (including protected veterans), or any other characteristic protected by applicable law.

If you have a need that requires accommodation, please let us know by contacting

Marsh McLennan is committed to hybrid work, which includes the flexibility of working remotely and the collaboration, connections and professional development benefits of working together in the office. All Marsh McLennan colleagues are expected to be in their local office or working onsite with clients at least three days per week. Office-based teams will identify at least one “anchor day” per week on which their full team will be together in person.