Senior Learning & Development Director

Accountabilities:

Develop, lead, and implement a comprehensive global Learning and Development strategy aligned with business priorities, organizational objectives, and company values.
Build and manage learning programs that support employees throughout their professional journeys, from onboarding and foundational training to leadership development and advanced technical enablement.
Design and deliver leadership development initiatives for first-time managers, experienced leaders, senior executives, and high-potential employees.
Establish core professional development programs covering communication, feedback, coaching, decision-making, and effective people management.
Oversee mandatory and compliance training in collaboration with Legal and Compliance teams, ensuring consistent implementation and completion across all international locations.
Manage the company's Learning Management System (LMS), digital content library, and learning technology infrastructure, combining instructor-led sessions, online courses, and practical workplace learning.
Partner with HR Business Partners to develop individual development plans, career progression frameworks, and succession planning initiatives.
Establish meaningful learning performance indicators and evaluate the impact of development initiatives on employee performance, retention, productivity, and organizational readiness.
Own and continuously improve the global employee onboarding experience, covering the entire journey from offer acceptance through the first 90 days of employment.
Develop a consistent company-wide onboarding framework alongside tailored learning pathways for engineering, sales, operations, and leadership teams.
Collaborate with Talent Acquisition, IT, Workplace Operations, and hiring managers to ensure a seamless onboarding experience across all offices and remote locations.
Monitor onboarding effectiveness through employee feedback and time-to-productivity metrics, identifying opportunities to improve the new-hire experience.
Lead the planning and execution of company-wide all-hands meetings, including scheduling, agendas, content development, and speaker preparation.
Partner with senior executives, the CEO, and Internal Communications teams to develop key messages, communicate strategic priorities, and strengthen organizational alignment.
Coordinate all-hands sessions across different time zones and delivery formats, including in-person, hybrid, and virtual events.
Collect participant feedback and engagement data to continuously improve internal communication and company-wide events.
Partner with Engineering, Product, and Security leadership to develop technical learning pathways covering platform architecture, blockchain and cryptocurrency fundamentals, security practices, and emerging technologies, including AI.
Establish technical onboarding and certification programs that accelerate employee productivity and encourage continuous technical development.
Promote a strong internal learning culture through technical presentations, knowledge-sharing sessions, documentation, and subject-matter expert programs.
Develop and manage a comprehensive sales enablement strategy in collaboration with Sales, Business Development, and Marketing leadership.
Own sales onboarding, ramp-up programs, product and market training, and messaging certification to ensure commercial teams are equipped to succeed.
Create sales playbooks, training materials, and coaching programs to support sales managers and improve team effectiveness.
Work with Compliance teams to ensure sales representatives communicate accurately and appropriately across regulated markets.
Measure sales enablement effectiveness through performance indicators such as ramp-up time, conversion rates, win rates, and quota attainment.
Build, lead, and develop a high-performing global team of learning, onboarding, and enablement professionals.
Manage the function's budget, external vendors, learning technology investments, and operational resources.
Act as a trusted strategic partner to senior business leaders and contribute to broader organizational decisions as a member of the People Leadership Team.
Requirements:
At least 12 years of professional experience in Learning and Development, Talent Development, Organizational Development, or Learning Enablement, including a minimum of 5 years in a leadership or team management position.
Proven experience building and scaling company-wide learning, leadership development, and employee onboarding programs from the ground up.
Demonstrated expertise in designing and implementing strategic learning initiatives that support business objectives and organizational growth.
Hands-on experience developing technical enablement, sales enablement programs, or both, with the ability to understand the specific development needs of different professional teams.
Previous experience working in a high-growth, international organization with employees distributed across multiple countries and regions.
Strong understanding of adult learning principles, instructional design, and modern learning methodologies, with the ability to create engaging and effective development programs.
Proven ability to use data, performance indicators, and analytical insights to evaluate learning effectiveness and demonstrate measurable business impact.
Excellent facilitation, presentation, and communication skills, including the confidence to deliver training and strategic presentations to senior executives and leadership teams.
Strong leadership and stakeholder management capabilities, with experience building trusted relationships and influencing decision-making at executive level.
Strategic and business-oriented mindset, with the ability to identify organizational challenges, translate them into learning solutions, and prioritize initiatives based on business value.
Excellent organizational and project management skills, with the ability to manage multiple global initiatives, budgets, vendors, and competing priorities.
Fluent English, with outstanding written and verbal communication skills.
Nice to have: Previous experience in fintech, cryptocurrency, blockchain, financial services, or another regulated industry.
Nice to have: Experience organizing large-scale corporate events, executive presentations, and company-wide all-hands meetings.
Nice to have: Practical experience using AI-powered tools to develop, personalize, and optimize learning content and training experiences.
Nice to have: Familiarity with learning and sales enablement platforms such as Workday Learning, Docebo, Highspot, or Seismic.
Nice to have: Professional coaching certification, such as an International Coaching Federation (ICF) qualification.
Nice to have: Additional language skills, particularly Arabic or Mandarin.
Leadership Profile:
Builder mindset: Ability to create learning functions and programs from the ground up and scale them alongside organizational growth.
Strategic business partner: Focuses on solving business challenges rather than simply responding to training requests.
Results-oriented approach: Uses measurable outcomes to evaluate effectiveness and prioritize initiatives that deliver meaningful impact.
Executive presence: Builds credibility with senior leaders, communicates confidently, and provides effective leadership coaching.
Global perspective: Understands the complexities of international teams and designs learning experiences that accommodate different cultures, languages, and time zones.
Continuous learner: Stays informed about developments in learning methodologies, emerging technologies, AI, and the broader digital finance industry.
Benefits:
Professional development support: Access to a dedicated Study Growth Fund to support continuous learning, professional education, and career development.
Global collaboration: Work alongside a diverse international team of professionals across multiple countries and regions.
Career advancement: Benefit from professional growth opportunities within a rapidly expanding global organization.
Internal mobility: Explore internal career opportunities and different professional pathways to support long-term career progression.
Team events and networking: Participate in regular team-building activities, workshops, and internal events designed to encourage collaboration and innovation.
Leadership impact: Take ownership of a newly established global Learning and Development function and shape its long-term strategy and direction.
International exposure: Collaborate with senior executives and cross-functional teams across engineering, product, sales, operations, and people functions.
Innovation-driven environment: Introduce modern learning technologies, AI-powered solutions, and scalable development practices.
Strategic influence: Play a key role in strengthening organizational capabilities, leadership effectiveness, employee engagement, and business performance.