Learning Architect

L&D Vision & Operating Model

Por qué: You shape the operating model itself, such as who delivers what and how requests are governed, so a growing L&D team stays consistent across business units.

Strategic Learning Priorities

Por qué: Facing twenty requests and budget for five, you run a needs analysis and sequence a multi-year roadmap, and can defend what was left out.

Competency Framework Design

Por qué: You build role-competency matrices across job families, not just one role, so skill gaps can be compared between teams and feed a shared development plan.

Skill Taxonomy & Ontology

Por qué: You maintain the taxonomy as roles change and decide when a custom branch is justified, so content and role mappings do not drift out of date.

LXP/LMS Architecture & Selection

Por qué: In a platform selection, you compare LMS and LXP options against HRIS integration, xAPI and LTI support, and a build-vs-buy case, before signing a contract.

Content Strategy & Pipelines

Por qué: You decide what to curate, what to build and when to retire a course, so the catalog stays current instead of growing with outdated content.

Learning Analytics & Measurement

Por qué: You set up Kirkpatrick-level data collection for a program from the start, so the first review can report more than completion rates.

Skills Data & Intelligence

Por qué: You combine self-assessment, manager validation and learning activity into one skills record, so a staffing or succession question has a data-backed answer.