Learning Advisor, Talent Development T500-23464

Position: Learning Advisor, Talent Development [T500-23464]
About CIBC India:
CIBC India is a technology and operations hub in Hyderabad, where you’ll be part of our highly engaged and global team, and play a central role in supporting our growth. Whether you’re driving innovation in digital banking or streamlining client onboarding, you’ll be part of a culture recognized for excellence and investment in people. At CIBC India, people and progress are at the center of what we do: you’ll develop skills, collaborate with industry leaders, and see your ideas realized in a culture that values progress and belonging.

We provide cutting-edge resources, ongoing learning, and a supportive environment where people come first. If you’re ready to create meaningful change and build your future, CIBC India is where your ambition meets opportunity.

What You’ll Be Doing (Position Summary):
The Senior Learning Advisor, reporting to Director, Learning Advisory, is accountable for building strong relationships with business leaders and HR business partners in the designated SBU (CIBC India), consult on talent needs, understand learning trends and analyze metrics to enable learning every day and drive business results. Working closely with business leaders, this role will support the development and implementation of a comprehensive learning plan in alignment with CIBC’s Learning Strategy and the SBU’s strategic priorities.
At CIBC India we enable the work environment most optimal for you to thrive in your role. Details on your work arrangement (including on-site and remote work) will be discussed at the time of your interview.

How You’ll Succeed (Responsibilities):
Understand CIBC India’s current and emerging business needs, priorities and market trends in order to act within the business context.
Build strong relationships with business leaders to ensure that the learning is deployed for priority business initiatives and to build capability for the future.
Conduct needs assessments to identify critical capability gaps and determine learning requirements aligned to strategic priorities.
Develop and curate learning paths to build capabilities with existing learning solutions.
Build and co-own annual or multi-year learning plans with the business aligned to CIBC and SBU strategies, ensuring a balance of experience, exposure, and education.
Support and guide the delivery of learning solutions for SBU.
Build sponsor engagement and commitment for key learning initiatives.
Influence key stakeholders to integrate learning solutions into change management plans to sustain new / enhanced capabilities.
Measure and monitor the effectiveness and alignment of programs to ensure they are meeting the identified success criteria, e.g. business performance, financial outcomes.
Negotiate and manage timelines, conflicting priorities and resources to ensure the learning objectives of the SBU are met.
Support the execution of the CIBC Learning Strategy by identifying and championing new learning approaches and techniques.
Establish strong internal relationships with the Content Creation team to ensure that business partners needs are fulfilled effectively and efficiently.
Connect with a community of industry counterparts to gain exposure to learning best practices and trends in the market.
Cultivate a strong culture of coaching to high performance focused on ongoing development that is anchored in our purpose, leadership mindset and learning agility to help advance CIBC’s strategy and transformation.

Experience:

10+ years of experience
Who You Are (Skills / Qualifications):
Must Have

Skills:

Proven expertise in relationship management capabilities.
Experience in consulting with business unit leaders.
Experience in developing SBU-specific multi-year learning plans.
Experience in identifying capability needs and creating learning paths .
Experience in designing and delivering learning is an asset.
Strong influencing, communication and presentation skills.
Well-developed judgement, problem solving, and ability to interpret / adapt learning solutions or approaches when formulating responses to training issues or concerns.
Well-developed impact, and influence skills in order to obtain buy-in or when promoting new /…