Senior Associate, Learning Experience Designer (AI-Enabled Learning)

New York Life•New York, NY

90d•Remote

About The Position

This role is part of the Learning and Knowledge Management Center of Excellence, supporting the Group Benefit Solutions business. The Learning Experience Designer plays a critical role in expanding the organization’s ability to design and deliver scalable, high-quality learning solutions that keep pace with evolving business priorities. The focus is on building user-centered learning experiences and performance support that enable real-world application, strengthen role-specific capabilities, and support new ways of working. It is essential to ensure learning is consistent, scalable, and aligned to business needs, rather than fragmented or reactive. In addition, this position operates at the intersection of learning, business transformation, and AI enablement by designing experiences that both prepare employees to use AI in their roles and leverage AI to improve how learning is created, delivered, and applied. The Learning Experience Designer applies an organizational development approach to learning design, using iterative, data-driven methods to assess needs, design solutions, and continuously improve outcomes. By combining principles from organizational development and instructional design, this role ensures solutions address not only knowledge and skill gaps, but also workflow, behavior, and system-level performance.

Requirements

Bachelor’s degree or equivalent experience
7+ years of experience in instructional design or learning experience design
Demonstrated experience designing scalable learning solutions across multiple initiatives
Experience using rapid design approaches and modern learning technologies
Experience designing training for digital tools, systems, or AI-enabled workflows preferred
Strong understanding of adult learning principles and design methodologies (ADDIE, Agile, etc.)
Experience applying organizational development principles, performance consulting, or change-oriented methodologies to learning and performance solutions
Ability to translate complex processes into practical, user-centered learning experiences
Experience working in fast-paced environments with shifting priorities
Scalable Learning Design
AI & Digital Enablement Mindset
Performance Consulting
Strategic Thinking
Systems Thinking
Collaboration & Influence
Adaptability & Innovation
Organizational Development Mindset

Nice To Haves

Experience designing training for digital tools, systems, or AI-enabled workflows

Responsibilities

Lead the design and development of scalable, AI-enabled, human-centric learning experiences that support workforce capability and performance.
Scale learning across multiple priority initiatives.
Reduce reliance on ad hoc or one-off solutions.
Design for real work, not just knowledge transfer.
Embed learning into the flow of work.
Integrate organizational development practices into instructional design methodologies, including iterative cycles of analysis, design, implementation, and evaluation, to ensure solutions drive sustained performance improvement.
Partner with business, operations, and learning teams to deliver solutions that are efficient to build, easy to apply, and aligned to how work is evolving.
Provide guidance and structure to extend learning design capacity across distributed teams while maintaining quality and consistency.
Partner with business leaders and stakeholders to identify performance needs, workflow changes, and capability gaps.
Diagnose performance challenges using an organizational development lens, considering people, process, technology, and environment to determine the right intervention, which may include learning, workflow changes, or other solutions.
Define success metrics tied to business outcomes such as efficiency, quality, and time to proficiency.
Identify opportunities to scale solutions across teams and initiatives.
Use iterative discovery and feedback loops to continuously refine understanding of business needs and solution effectiveness.
Design and develop scalable, user-centered learning experiences and performance support.
Create solutions that enable real-world application and role-specific capability development.
Build reusable design frameworks, templates, and patterns to increase efficiency and consistency.
Ensure learning solutions can be deployed across multiple teams and use cases without significant rework.
Use AI-enabled tools and platforms to accelerate design and development while maintaining quality.
Design learning that enables employees to effectively use AI tools in their roles.
Incorporate practical application, guided practice, and real use cases into learning experiences.
Apply rapid design and iterative development approaches to meet business timelines.
Design learning that integrates into the flow of work, not separate from it.
Develop job aids, embedded guidance, and performance support aligned to systems and tools.
Ensure learning supports decision-making, problem-solving, and day-to-day execution.
Support pilot programs and early implementations to validate learning effectiveness.
Gather feedback, analyze performance data, and identify improvement opportunities.
Refine and scale solutions based on pilot results and evolving business needs.
Contribute to a test-and-learn approach that supports continuous improvement.
Apply an iterative test-and-learn approach grounded in organizational development principles, using pilots to inform continuous refinement and scaling decisions.
Partner with learning spoke teams and business-aligned learning resources to extend design and development capacity.
Provide guidance, standards, and support to ensure consistency and quality across distributed efforts.
Enable others to build effective learning using shared tools, frameworks, and best practices.
Reduce reliance on fragmented or inconsistent learning solutions.
Measure effectiveness of learning solutions using business and learner data.
Continuously improve learning experiences based on feedback, analytics, and outcomes.
Ensure learning remains current, relevant, and aligned to evolving priorities.
Evaluate not only learning outcomes, but also impact on behavior, workflow effectiveness, and business performance.
Provide mentorship and guidance to other learning experience designers.
Establish and uphold standards for scalable, high-quality learning design.
Influence stakeholders on effective approaches to learning, performance, and capability building.
Act as a thought partner in shaping how learning supports evolving ways of working.