Principal Learning Architect

Xcel Energy•Minneapolis, MN

49d

About The Position

As a Principal Learning Architect, you will lead the design and evolution of enterprise learning strategies across the full learning lifecycle including needs assessment through design, delivery, and evaluation. You will serve as a strategic advisor and thought leader, ensuring learning solutions are aligned with business priorities, grounded in evidence-based practices, and scalable across the organization. Responsibility to interface with internal stakeholders and primary vendors and consultants to design, develop, and implement training with a focus on efficiency, effectiveness, and experience. This role requires deep expertise in adult learning, performance consulting, and organizational development, with a strong focus on measurable outcomes and continuous improvement.

Requirements

10+ years of progressive experience in learning and development, instructional design, or organizational development.
Bachelor's degree in Education, Organizational Psychology, Instructional Design, or related field (Master's preferred).
Training or certification in learning & development, project management, or product ownership, such as CPTM, CPTD, PMP, Prince2, CSPO, or PSPO.
Proven experience leading enterprise learning strategies and programs across the full learning lifecycle.
Strong facilitation, consulting, and stakeholder engagement skills.
Demonstrated ability to influence senior leaders and drive cross-functional collaboration.
Experience with learning evaluation models (e.g., Kirkpatrick, Phillips ROI) and data-informed decision-making.
Familiarity with learning technologies and platforms is a plus.

Nice To Haves

Experience in HR, business operations, or program management is preferred to ensure holistic integration of learning strategies.

Responsibilities

Learning Strategy & Alignment: Partner with senior leaders to define and evolve enterprise learning strategies that support workforce capability, business transformation, and cultural priorities.
Needs Assessment & Performance Consulting: Lead enterprise-wide needs assessments and performance analyses to identify skill gaps and learning opportunities. Translate findings into actionable learning strategies and roadmaps.
Learning Experience Design: Architect high-impact, inclusive learning experiences using a blend of modalities (e.g., instructor-led, digital, social, experiential). Ensure alignment with adult learning principles and accessibility standards.
Delivery & Enablement: Guide the implementation of learning programs in partnership with delivery teams, business leaders, and external vendors. Ensure readiness of facilitators, tools, and systems to support effective learning.
Measurement & Evaluation: Define success metrics and evaluation strategies to assess learning effectiveness and business impact. Use data to inform continuous improvement and strategic decision-making.
Governance & Standards: Establish and maintain enterprise learning standards, frameworks, and governance models to ensure consistency, quality, and compliance across all learning initiatives.
Mentorship & Capability Building: Coach and mentor learning professionals across the organization. Foster a culture of innovation, collaboration, and continuous learning.
Project Management: Lead cross-functional learning initiatives using structured project management methodologies. Oversee timelines, deliverables, and resource coordination to ensure successful execution.
Internal Consultation: Act as a strategic advisor to internal stakeholders, translating business needs into effective learning solutions and managing expectations throughout the project lifecycle.
Vendor & Consultant Collaboration: Serve as the primary point of contact for external learning vendors and consulting partners. Ensure alignment of outsourced solutions with internal learning strategies and standards.