About the role
Our purpose – making the future work for everyone – inspires and connects us all. As one of the world’s largest employers, our colleagues across our three global business units – Adecco, Akkodis, and LHH – provide expertise in talent and technology that enables organizations to succeed and individuals to thrive within an ever-evolving world of work.
We’re passionate about our work – embracing different perspectives and putting our clients, candidates, and customers at the heart of all we do. At the Adecco Group we work to make an impact on an inclusive culture where everyone is encouraged to reach their full potential.
As the Head of Learning Culture & Technology Adoption, the incumbent is responsible for shaping and sustaining a strong culture of continuous learning across the organization. The role blends thought leadership, execution of culture change initiatives, and technology enablement to ensure learning is embedded in the flow of work, aligned with business priorities and built on the sentiments of the learner behavior. By championing a growth mindset, the incumbent acts as an orchestrator and influencer, engaging leaders and employees across the organization to foster a culture of learning while leveraging digital technologies and other innovative avenues.
Roles and Responsibilities
1. Learning Culture & Mindset
- Act as a champion of lifelong learning, promoting curiosity, adaptability, and innovation across all levels of the organization.
- Embed learning into daily work practices, ensuring it is seen as a driver of performance and not a separate activity.
- Develop recognition programs and storytelling initiatives that highlight the impact of learning on business outcomes.
2. Continuous Learning Initiatives
- Design and delivery of initiatives that encourage employees to upskill, reskill, and stay relevant in a rapidly changing business environment.
- Partner with leaders to make coaching, mentoring, and feedback integral to team development.
- Enable career growth pathways by connecting learning initiatives to talent and succession planning.
3. Learning Technology & Digital Enablement
- Lead the adoption of LxP and other learning platforms and digital tools.
- Ensure the adoption of internally deployed tools are well understood by all pockets of the organization to leverage the best outcome to build engagement and integrating smoothly into the flow of work.
- Leverage data and analytics from learning platforms to measure impact, personalize experiences, and continuously improve.
4. Business Partnership & Stakeholder Engagement
- Collaborate with HR, Talent, and Business Leaders to align learning strategies with organizational goals.
- Act as a trusted advisor to senior leaders, demonstrating how learning accelerates performance, innovation, and employee engagement.
- Engage employees actively in shaping learning initiatives, ensuring they are learner-centered and relevant.
5. Measurement & Impact
- Define clear metrics for learning success (adoption, skill acquisition, performance improvement, career mobility).
- Track and report progress to leadership, highlighting tangible business and people outcomes.
- Continuously iterate programs and platforms based on feedback and insights.
Job Requirements
Qualifications and Work Experience
- Bachelor’s degree in human resources, Learning & Development, Business, or related field (Master’s preferred).
- 10+ years of experience in Learning & Development, Talent Management, or Organizational Development.
- Experience in leading technology-enabled learning initiatives (LMS, LXPs, AI-based tools, social learning platforms).
- Strong understanding of future skills, workforce transformation, and emerging trends in learning.
Skills
- Strong expertise in learning strategy, instructional design, and talent development.
- Proven track record of leading digital learning technology adoption at scale.
- Ability to influence and partner with senior leaders, managers, and cross-functional teams.
- Excellent communication and storytelling skills to promote learning as a business driver.
- Analytical mindset to leverage data for decision-making and program improvements.
- Growth mindset with curiosity, adaptability, and a passion for people development
