Learning and Development

• Own the talent development strategy
• Set a clear framework for how Preply invests in people's growth across levels and functions - and make sure it connects to our business priorities and leverages AI.
• Define our L&D policies and what "learning impact" looks like at Preply - build the metrics, track them, and use the data to continuously improve.
• Manage our external L&D budget and vendor relationships, ensuring we get real value from what we spend.
• Make the work visible - clearly communicate the value, outcomes, and strategic relevance of programs to the broader organization
• Iterate rapidly based on feedback; ship a v1 in days or weeks, not quarters
• Own and evolve Leadership Unlocked. Design new programmes that help to build on the existing content and define and track clear success metrics using data to improve our programmes
• Own leadership onboarding - ensuring new leaders arrive with the context, relationships, and clarity they need to move fast.
• Own onboarding content and success metrics in close partnership with People Operations, who own the process side.
• Own Preply's AI enablement learning programmes end to end: strategy, design, rollout, and iteration.
• Programme-manage the rollout across the company, working across functions to drive adoption and track real behaviour change.
• Keep pace with how AI is evolving and update programmes accordingly so we stay ahead.
• Work closely with People Partners to develop a clear point of view on what makes managers effective at Preply and translate that into practical, effective programmes. Bring structure to how Preply develops its managers - we have a foundation, and this person connects the dots, identifies the gaps, and builds on top of it with a clear point of view.
• Own the manager toolkit: resources that are usable day to day, not just good on paper.
• Track whether it's working. Manager effectiveness should show up in team health, retention, and performance data - not just post-programme surveys.

Talent Development Lead

• Prepares and participates in project reviews with clients and management, communicates relevant project information to superiors, and escalates potential risks within the specialization.
• Ensures that all projects comply with company standards, policies, and procedures and adheres to Service Level Agreements (SLAs).
• Performs data analysis and builds reports to facilitate various reviews and staffing forecasts including project utilization, resource, optimization, project/ resource review within the specialization.
• Collaborates with program manager to identify all program requirements and expectations for the end to end enterprise talent solutions.
• Provides regular updates on direct recruitment activity, including the number of roles filled, cost savings, and new initiatives to attract candidates within the specialization.
• Conducts thorough analysis to understand how the client’s business operates within the specialization.

Learning Specialist

• Apply Kyndryl’s structured change management approach to deliver successful transformations
• Conduct stakeholder assessments and impact analyses
• Develop and deliver targeted communications and program narratives
• Design and implement learning deliverables, support end-user training, and track adoption progress
• Mobilize change champions, monitor readiness, and gather feedback to ensure sustainable engagement
• Partner with project managers, sponsors, and business leaders to align change strategies with business objectives
• Drive continuous improvement and knowledge sharing across transformation programs.

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Talent Development Lead

Learning Specialist

Organizational Change Management Consultant