Senior Associate, Senior Learning Experience Designer

New York Life•New York, NY

10d•$100,000 - $120,000•Remote

About The Position

Group Benefit Solutions delivers comprehensive insurance and absence management solutions for mid-sized and large companies. Our work fosters a healthier, happier, and more secure workforce, contributing to New York Life’s legacy of being there when we’re needed most. Here, you'll design, implement, and support these solutions directly impacting employees’ lives. At our core, we provide financial security and peace of mind to people through our absence, accident, disability, voluntary benefits, and life insurance solutions. The Senior Learning Experience Designer partners with business leaders and cross-functional teams to analyze complex learning and performance needs, design scalable learning and performance solutions, and strengthen organizational capability through human-centered learning experiences. The role applies the organization's Learning Experience Design process, an organization development-informed approach built on the ADDIE framework, to address not only knowledge and skill gaps, but also workflow, behavior, adoption, and broader performance challenges. Building on advanced instructional design expertise, the Senior Learning Experience Designer designs learning ecosystems that extend beyond formal training by embedding learning into the flow of work, integrating performance support, knowledge management, manager enablement, communications, and reinforcement strategies. The role designs solutions that can be scaled across multiple business priorities, reduces reliance on one-off approaches, and continuously improves learning through data, evaluation, feedback, and responsible use of AI. The Senior Learning Experience Designer also influences learning practices beyond individual projects by partnering across business, operations, and learning teams to establish consistent design approaches, strengthen learning quality, and expand organizational learning capability through reusable solutions, governance, and guidance for others.

Requirements

Bachelor’s degree or equivalent experience
7+ years of experience in corporate instructional design or learning experience design
Demonstrated experience designing scalable learning solutions across multiple initiatives
Experience using rapid design approaches and modern learning technologies
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

Please share 2–3 work samples as a part of your application, that demonstrate a range of formats or tools (e.g., eLearning, job aids, performance support, or AI-enabled content).

Responsibilities

Partner with business leaders, stakeholders, subject matter experts, and cross-functional teams to interpret complex business challenges and trends and understand organizational priorities, workforce capability needs, and evolving ways of working.
Conduct complex learning and performance needs analyses using an organizational development lens to diagnose root causes and determine the most effective interventions, which may include learning, workflow improvements, performance support, or other organizational solutions.
Gather and analyze qualitative and quantitative data to identify performance gaps, organizational readiness, workflow impacts, risks, opportunities, and success measures.
Define measurable business, performance, and learning outcomes that guide solution design, implementation, evaluation, and long-term organizational impact.
Build trusted partnerships with business leaders and cross-functional teams by providing strategic guidance, facilitating alignment, and influencing stakeholders toward learning and performance decisions that best address the underlying business need.
Apply the organization's Learning Experience Design process, an organization development-informed approach built on the ADDIE framework, to design complex, scalable learning and performance solutions.
Design holistic learning ecosystems that integrate formal learning, workflow learning, performance support, knowledge management, manager enablement, communications, and reinforcement strategies to improve sustained performance.
Recommend instructional strategies, technologies, delivery approaches, and solution architectures that balance learner needs, organizational context, scalability, and long-term business outcomes.
Design learning solutions that can be scaled, reused, and adapted across multiple business areas while maintaining quality, consistency, accessibility, and governance standards.
Apply advanced adult learning principles, organizational development concepts, accessibility standards, and evidence-based instructional design principles to create engaging, inclusive, and effective learning experiences.
Develop reusable frameworks, templates, design patterns, and shared resources that improve consistency and efficiency across learning initiatives.
Leverage artificial intelligence intentionally, ethically, and responsibly to improve design efficiency, creativity, learner experiences, and solution quality while validating outputs through professional judgment and business expertise.
Evaluate and adopt innovative learning approaches, emerging technologies, and design practices that improve learner engagement, operational effectiveness, scalability, and business outcomes.
Lead implementation planning for complex learning initiatives, including pilot programs, stakeholder engagement, facilitator preparation, learner communications, launch planning, and adoption strategies.
Partner with business leaders, operations teams, facilitators, and learning partners to support successful implementation, learner readiness, and organizational adoption.
Design implementation approaches that support scalable deployment across multiple business areas while minimizing duplication and rework.
Use pilot results, stakeholder feedback, learner data, and performance metrics to refine solutions prior to broader implementation.
Ensure learning assets, performance support resources, and knowledge management content remain accessible, current, reusable, and aligned with evolving business priorities.
Evaluate learning effectiveness using learner feedback, business metrics, workflow measures, operational data, performance outcomes, and other available measures.
Measure the impact of learning solutions on capability development, behavior change, workflow effectiveness, adoption, and business performance.
Analyze evaluation findings to identify opportunities for continuous improvement and recommend enhancements that strengthen learner experiences and organizational outcomes.
Maintain enterprise learning solutions, reusable assets, and supporting documentation through regular reviews, governance, version control, and ongoing updates.
Influence the evolution of learning governance by improving templates, standards, design practices, documentation, and quality expectations across learning initiatives.
Lead multiple complex learning initiatives with cross-functional impact while balancing priorities, timelines, risks, dependencies, and competing business needs across business areas.
Develop and maintain project plans, implementation strategies, communication plans, governance documentation, and stakeholder updates throughout the project lifecycle.
Build trusted partnerships with business leaders and cross-functional teams by providing strategic guidance, facilitating alignment, and influencing learning and performance decisions.
Mentor and provide guidance to other Learning Experience Designers by sharing expertise, modeling best practices, and supporting consistent application of learning standards.
Strengthen organizational learning capability by developing reusable resources, establishing consistent design approaches, and contributing to learning governance, innovation, and continuous improvement.