Vice President, Organisation & People (Learning)

Introduction

Reports to: Director, Talent Management & Learning
Direct Report: Learning Administrator

Role Purpose

The Vice President, Learning is a senior learning partner responsible for shaping business-aligned capability strategies, skills-oriented learning pathways and measurable learning solutions that strengthen workforce readiness, talent development and business performance.

Operating in a matrix partnering model, the role carries vertical responsibility for selected business segments, partnering O&P Business Partners and business leaders to diagnose capability needs and shape departmental learning plans. Separately, it holds horizontal accountability for assigned grade-level development across the firm, ensuring grade-specific learning is coherent, relevant and aligned to progression, performance and leadership expectations at that level.

The role also owns selected capability domains within Temasek’s learning architecture, working with external partners to co-design and curate market-informed, contextualised programmes that raise learning quality, adoption and impact. Through this work, the role advances Temasek’s skills-based talent approach by building, signalling and strengthening critical capabilities for future roles, talent development and workforce needs.

Responsibilities

1. Learning Partnering for Business Segments

• Act as the primary Learning Partner for assigned business segments, building trusted relationships with O&P Business Partners, department leaders and key stakeholders to understand strategic priorities, workforce shifts and capability implications.
• Apply a performance consulting approach to diagnose capability gaps and partner with stakeholders to shape business-relevant learning plans that prioritise critical skills, leadership behaviours and business knowledge, while making effective use of learning budgets and resources.

2. Grade-Based Development Journeys

• Own the horizontal learning agenda for assigned grade levels across the firm, including grade-specific development interventions, and continuously improve these journeys using feedback, business input and outcome measures to strengthen progression, performance, sponsorship, participation and learning transfer.

3. Digital Capability Maturity & Future Workforce Readiness

• Partner relevant stakeholders to build on Temasek’s digital fluency agenda by establishing a digital capability maturity model and adoption roadmap across analytics, automation and AI, aligned to the System-Agent-People agenda, with value measures such as adoption, productivity, quality, scalability and business relevance.
• Partner other Learning Partners to embed future-critical human skills into relevant learning domains and workforce readiness efforts, ensuring human capability development keeps pace with Temasek’s digital maturity and future workforce needs.
• Build governance capability for responsible AI use, cybersecurity awareness, data discipline and safe adoption of digital tools, enabling employees to apply technology confidently, responsibly and in line with enterprise standards.

4. Programme Design, Capability Domains & Institutional Learning

• Lead selected capability domains within Temasek’s learning architecture, translating business priorities into skills, proficiency expectations, learning pathways and programme strategies that support a skills-based talent and capability agenda, while leading, supporting or partnering on institutional programmes based on portfolio and domain alignment.
• Shape learner journeys, partner briefs, evaluation approaches and refresh cycles, managing vendor relationships with rigour and ensuring programmes are market-informed, contextualised, quality assured and linked to clear employee experience, capability, adoption and value outcomes.

5. Learning Systems, Mandatory Learning & Dashboards

• Own the learning management system agenda (SAP SuccessFactors Learning), with support from the Learning Administrator and external SuccessFactors support partner, ensuring strong governance, user experience, data quality, learning records, reporting integrity and continuous improvement of learning operations.
• Manage mandatory learning governance, including annual calendar planning, content owner coordination, vendor and system readiness, launch discipline, reminders, exception handling and completion reporting.
• Develop and maintain learning dashboards and management insights that track participation, completion, capability progression, programme effectiveness and areas requiring Learning, leader or O&P Business Partner intervention.

6. Delivery Excellence, Impact & Teaming

• Drive disciplined delivery across assigned portfolios, ensuring clear objectives, stakeholder alignment, communications, logistics oversight, post-programme follow-through and continuous improvement.
• Define impact measures upfront, strengthen learner and manager adoption, and regularly review the learning portfolio to scale, refresh or retire interventions based on relevance, application and value.
• Provide clear direction to the Learning Administrator and collaborate across Learning, Talent Management, O&P Business Partners, People Technology, Digital Technology and external partners to deliver a coherent, high-quality learning agenda.

Requirements

The ideal candidate will bring 12–15+ years of experience in Learning, Leadership Development, Talent Development or a related CoE role, preferably in a complex, high-performance, professional or financial services environment. They should combine learning consulting, business partnering, programme design, vendor management and operational discipline with a clear orientation towards measurable impact.

• Learning business partnering, performance consulting and advisory experience with senior stakeholders, O&P Business Partners and business leaders.
• Programme journey design, curriculum curation, vendor co-design, quality assurance and ability to leverage learning market trends and external partner relationships to create value for Temasek.
• Experience with digital capability maturity, analytics, automation, AI adoption, responsible technology use, future-of-work capability building or skills-based learning pathways.
• Operational discipline across institutional learning programmes, learning systems, SAP SuccessFactors Learning, mandatory learning, dashboards, reporting, programme governance and stakeholder communications.
• Ability to use data, feedback, skills insights and business outcomes to continuously improve programmes and demonstrate learning impact.

The successful candidate should be commercially aware, intellectually curious, digitally fluent and comfortable operating in ambiguity. They should engage stakeholders credibly, translate business context into learning solutions, manage external partners with rigour and help strengthen Learning as an impact-focused, future-ready capability function at Temasek.