Head of Learning & Development

Optasia is a real-time financial intelligence company. We build precision intelligence that unlocks financial opportunity at scale, running millions of automated credit decisions every day across high-growth markets where formal credit data is limited. Our AI-powered platform turns permitted behavioural data and real-time signals into precise, responsible credit decisions. Embedded within the systems of telcos, banks, digital wallets and other partners, it helps them extend relevant financial services to more people while maintaining strong portfolio control and opens profitable new segments that were previously out of reach. This is how Optasia turns potential into financial progress, responsibly and at scale. About the Role We are looking for a Head of Learning & Development to build Optasia’s global learning and capability agenda from the ground up. This is a standalone, hands-on role with end-to-end ownership: diagnosing capability needs, setting the strategy, designing the operating model, selecting and implementing the right technology and partners, creating learning solutions, driving adoption, and measuring business impact. The role will partner closely with leaders, People Business Partners and subject-matter experts across regions and functions. It requires someone who can move confidently between strategic design and practical delivery, while embedding responsible AI knowledge and everyday AI usage into how employees and leaders learn, work and make decisions. What You'll Do - You will own the complete learning lifecycle and turn business priorities into scalable, measurable capability-building solutions. - Create and own a global Learning & Development strategy, roadmap and annual plan aligned with business priorities, workforce needs and the People strategy. - Build the L&D function from scratch, including governance, intake and prioritisation, learning standards, delivery methods, vendor management, budget management and reporting. - Run organisation-wide learning needs and skills assessments using business data, performance insights, employee feedback and stakeholder interviews. - Design clear capability frameworks and learning pathways for critical populations, including employees, people managers, senior leaders, technical teams and emerging talent. - Lead the end-to-end implementation of learning technology, from requirements and market assessment through selection, configuration, content migration, testing, launch, adoption and continuous improvement. - Design, curate and personally deliver high-quality learning experiences across instructor-led, virtual, digital, cohort-based, social and on-the-job formats. - Build a practical AI learning agenda covering AI literacy, prompt engineering, responsible and secure usage, role-based use cases, workflow redesign and measurable productivity improvements. - Use generative AI and learning technologies to accelerate needs analysis, content creation, personalisation, knowledge discovery, learner support and programme evaluation, while maintaining human oversight and data protection standards. - Design and deliver leadership and manager capability programmes that strengthen people leadership, performance, feedback, coaching, decision-making, collaboration and change leadership. - Establish onboarding and core skills curricula that support a consistent employee experience across locations while allowing for local relevance. - Lead on the design and implementation of employee engagement activities that support the employee experience. What You'll Bring You combine enterprise-level thinking with strong execution and can independently turn ambiguity into a working, adopted learning ecosystem. - Significant experience leading Learning & Development, organisational capability, talent development or a closely related discipline in a multi-country or fast-scaling organisation. - Proven experience designing an L&D strategy and operating model from scratch and personally driving implementation through adoption and measurement. - Hands-on experience implementing post learning assessments and key learning metrics or substantially improving a Learning Management System, Learning Experience Platform or comparable digital learning ecosystem. - Demonstrated knowledge and practical usage of generative AI tools in a business environment, including prompt design, content generation, workflow improvement, quality control, and responsible AI practices. - Ability to translate business strategy and capability gaps into focused learning priorities, curricula, programmes and measurable outcomes. - Extensive instructional design and facilitation capability, with experience creating blended, digital, cohort-based and performance-support solutions is essential. What Success Looks Like In this role, success means creating a trusted, scalable learning ecosystem that employees use and leaders value. Early priorities will include: - A clear global learning strategy, operating m

Significant experience leading Learning & Development, organisational capability, talent development or a closely related discipline in a multi-country or fast-scaling organisation. Proven experience designing an L&D strategy and operating model from scratch and personally driving implementation through adoption and measurement. Hands-on experience implementing post learning assessments and key learning metrics or substantially improving a Learning Management System, Learning Experience Platform or comparable digital learning ecosystem. Demonstrated knowledge and practical usage of generative AI tools in a business environment, including prompt design, content generation, workflow improvement, quality control, and responsible AI practices. Ability to translate business strategy and capability gaps into focused learning priorities, curricula, programmes and measurable outcomes. Extensive instructional design and facilitation capability, with experience creating blended, digital, cohort-based and performance-support solutions are essential.

Own the complete learning lifecycle and turn business priorities into scalable, measurable capability-building solutions. Create and own a global Learning & Development strategy, roadmap and annual plan aligned with business priorities, workforce needs and the People strategy. Build the L&D function from scratch, including governance, intake and prioritisation, learning standards, delivery methods, vendor management, budget management and reporting. Run organisation-wide learning needs and skills assessments using business data, performance insights, employee feedback and stakeholder interviews. Design clear capability frameworks and learning pathways for critical populations, including employees, people managers, senior leaders, technical teams and emerging talent. Lead the end-to-end implementation of learning technology, from requirements and market assessment through selection, configuration, content migration, testing, launch, adoption and continuous improvement. Design, curate and personally deliver high-quality learning experiences across instructor-led, virtual, digital, cohort-based, social and on-the-job formats. Build a practical AI learning agenda covering AI literacy, prompt engineering, responsible and secure usage, role-based use cases, workflow redesign and measurable productivity improvements. Use generative AI and learning technologies to accelerate needs analysis, content creation, personalisation, knowledge discovery, learner support and programme evaluation, while maintaining human oversight and data protection standards. Design and deliver leadership and manager capability programmes that strengthen people leadership, performance, feedback, coaching, decision-making, collaboration and change leadership. Establish onboarding and core skills curricula that support a consistent employee experience across locations while allowing for local relevance. Lead on the design and implementation of employee engagement activities that support the employee experience.