Senior Consultant - Learning & Development

As a Senior Consultant in Learning & Development at Capco, your primary responsibilities include designing and implementing learning programs that guide employees through digital transformations. You'll work closely with stakeholders to identify learning needs, develop engaging and effective training solutions, and deliver these programs across various mediums. You will also analyze learning effectiveness using data to ensure that your initiatives align with Capco's overall business goals.

To qualify for the Senior Consultant - Learning & Development role at Capco, you should have a strong background in learning design and development. A solid understanding of adult learning principles and experience with instructional design methodologies like ADDIE and Agile are important. Familiarity with learning technologies such as LMS and LXP platforms, as well as a proven track record in stakeholder engagement and facilitation, are also crucial.

Capco supports its Senior Consultants in Learning & Development through a collaborative environment that encourages creativity and innovation. You'll have access to comprehensive resources and tools to help design effective training programs. Additionally, Capco fosters an entrepreneurial spirit, allowing you to take charge of your projects and contribute meaningfully to the transformation initiatives of our clients.

At Capco, Senior Learning & Development Consultants can expect rapid career growth, as the company is committed to promoting from within and providing opportunities for continuous learning. You'll have the chance to tackle challenging projects, work closely with various business teams, and sharpen your skills in a dynamic environment. The emphasis on innovation and collaboration also enhances your professional development significantly.

Capco fosters a creative, collaborative, and inclusive culture where every employee’s voice is valued. The environment is characterized by high energy, innovation, and minimal bureaucracy, enabling you to focus on making a difference for clients effectively. We believe in empowering our team members to share their knowledge and expertise, which contributes to a vibrant workplace culture that encourages professional growth.

When answering this question, mention specific projects where you developed training programs. Highlight your methods for assessing learning needs, the diversity of training formats utilized, and how you determined the effectiveness of the programs post-implementation.

Explain your approach to understanding your audience’s backgrounds, preferences, and learning styles. Discuss how you develop content that is inclusive and relatable across different generations and technology literacy levels.

Cite specific models you've used, such as ADDIE or Agile, and provide examples of how each model guided your development process. This shows that you're adaptable and knowledgeable about various instructional design approaches.

Discuss your strategies for using KPIs, participant feedback, and assessments to evaluate training effectiveness. Mention how this data informs your ongoing improvement of the training materials.

Share a specific situation where you faced difficulties in engagement. Emphasize your communication skills, problem-solving abilities, and how you turned the situation around to achieve a successful collaboration.

Mention specific tools you have experience with, such as LMS and AI-driven learning platforms. Discuss how you've used these technologies to enhance learning accessibility and engagement.

Explain your commitment to professional growth through reading industry publications, attending workshops, and engaging with professional networks. This showcases your proactive effort to remain informed and relevant in the field.

Express the importance of constructive feedback in enhancing training programs. Share methods you use to collect feedback and how it impacts the refinement of your learning solutions.

Share an example where circumstances changed unexpectedly, and discuss your flexibility and innovative thinking in adapting the training content to better suit the new context.

Discuss your strategies for training and supporting employees in navigating new tools, such as creating clear resources, offering hands-on training sessions, and providing ongoing support during the transition.