ESSENTIAL BUSINESS EXPERIENCE AND TECHNICAL SKILLS:

Required:

• Knowledge of Learning and development theories and user technologies. Knowledge of learning science, behavioral science, competencies frameworks, training techniques including face to face, blended and technology learning.
• Understanding of design techniques to Diagnose, Design, and Deploy learning interventions, with an understanding of measurement techniques to create a ROI or measurement of behavioral change.
• Ability to work in a highly matrixed environment with multiple stakeholders and touch points, able to prioritize tasks to achieve strategic objectives against tight timelines and budget. Including but not limited to; Heads of Business, HR, Talent, Vendor relationships, Operation and finance and Head of L&D.

Preferred:
Knowledge of all Distribution Sales processes.
About MetLife
Recognized on Fortune magazine’s list of the 2025 “World’s Most Admired Companies” and Fortune World’s 25 Best Workplaces™ for 2024, MetLife, through its subsidiaries and affiliates, is one of the world’s leading financial services companies; providing insurance, annuities, employee benefits and asset management to individual and institutional customers. With operations in more than 40 markets, we hold leading positions in the United States, Latin America, Asia, Europe, and the Middle East.
Our purpose is simple - to help our colleagues, customers, communities, and the world at large create a more confident future. United by purpose and guided by empathy, we’re inspired to transform the next century in financial services. At MetLife, it’s #AllTogetherPossible. Join us

ROLE VALUE PROPOSITION:

A Learning Partner is responsible for leading consulting engagements with assigned businesses, working closely with business stakeholders, HR and Talent Partners, performance consultants and other key partners to ensure that proposed learning interventions are designed with relevance for the audience, aligned to defined business goals, and focused on producing the desired performance and business impact.
The Learning partner may cover 1 or more markets, reporting directly to the Regional Head of Learning and development, with strong matrix lines to business leads and local stakeholders. This will require individuals to be agile and flexible, building strong relationships and accountability for delivering performance outcomes.

KEY RESPONSIBILITIES:

Build relationships with business stakeholders to understand relevant business issues. Hold annual learning plan discussions to ensure accurate resources and financial forecasting and budgeting, leveraging enterprise content and best practices and localize appropriately to region /country/ business /function
Consult with COEs and vendors in the development of comprehensive learning and performance strategies Evaluate business needs for performance analysis/diagnosis leading to the design framework (scoping, delivery model, concepts), including pre/post communications, and marketing, sponsorship, and engagement expectations; leverage Vendor Partners to design/ develop learner-centric, measurable solutions.
Develop and present to the business proposed learning strategies and recommend other non-training interventions. Liaise with Subject Matter Experts; Instructional System Designers to drive accurate content Where required, facilitate training which requires specialized knowledge (e.g. in SME role)
Participate in the EL&D and Learning Partner development programs and create an individual development plan in partnership with line and matrix managers. Adhere to the governance and processes as defined by the councils and learning leaders. Partner across L&D to leverage best practices and increase quality