Integrated Talent & Learning Delivery Team Leader

About Signify Through bold discovery and cutting-edge innovation, we lead an industry that is vital for the future of our planet: lighting. Through our leadership in connected lighting and the Internet of Things, we're breaking new ground in data analytics, AI, and smart solutions for homes, offices, cities, and beyond. At Signify, you can shape tomorrow by building on our incredible 125+ year legacy while working toward even bolder sustainability goals. Our culture of continuous learning, creativity, and commitment to diversity and inclusion empowers you to grow your skills and career. Join us, and together, we’ll transform our industry, making a lasting difference for brighter lives and a better world.  More about the role Job profile Summary Acting as the operational engine of the Talent & Learning function, the role partners closely with the HRS team to manage and evolve the Talent & Learning Management System (Workday Learning) and learning partners, while championing a data-driven culture through learning analytics, NPS measurement, and continuous improvement of case fulfilment rates. Key Areas of Responsibility 1. Learning Analytics & Insights Own the end-to-end learning analytics framework, defining KPIs that connect talent and learning investment to business outcomes. Design and maintain dashboards (Workday, Power BI or equivalent) tracking completion rates, learner engagement, time-to-competency, and skills gap closure. Generate monthly and quarterly learning metrics reports for senior stakeholders, translating data into actionable recommendations. Conduct root-cause analysis on drop-off rates, low engagement, or underperforming programmes, presenting data-backed improvement plans. Establish and maintain a learning analytics governance model, ensuring data integrity, consistency, and compliance with privacy regulations (GDPR). 2. Case Fulfilment & Learning Operations Define, monitor, and continuously improve case fulfilment SLAs, targeting industry-leading response and resolution times. Build and manage standardised operating procedures (SOPs) for learning operations, ensuring consistency and scalability across geographies. Lead a team of Talent and Learning specialists, allocating workloads, managing escalations, and developing team capability. Partner with Talent and learning program managers, stakeholders to anticipate demand cycles and align operational capacity proactively. 3. Workday Learning Platform Management Serve as the functional owner of Workday Talent & Learning, governing configuration, content architecture, learner journeys, and system health. Collaborate with the HRIS/HR Technology team on system enhancements, releases, and integrations (e.g., Skills Cloud, TechWolf, Skillsoft Percipio). Drive platform adoption through targeted change management campaigns, user enablement, and stakeholder communications. Monitor platform performance metrics — login rates, course completion, mobile usage(if applicable) — and implement interventions to close gaps. Manage vendor relationships and SLAs for integrated content providers and LMS-adjacent tools. 4. Learning NPS & Learner Experience Design and operationalise the Learning Net Promoter Score (NPS) measurement framework across all delivery modalities. Analyse NPS trends, verbatim feedback, and satisfaction data to surface systemic quality issues and prioritise improvements. Champion a learner-first mindset across the team, embedding feedback loops at every stage of the learning lifecycle. Benchmark learning NPS internally and against external industry standards, setting targets aligned to function KPIs. 5. HR Technology Interface & Integration Act as the Talent & Learning point of contact for the HRS team, representing learning requirements in system roadmap discussions. Translate business and learning needs into functional specifications for HR Tech projects, ensuring L&D priorities are sequenced and delivered. Support implementation and UAT of new