L&D: Sr Instructional Designer at LPL Financial · Hyderabad

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Where Ambition Meets Innovation

Build a career that matches all your initiative with an impressive dose of innovation. From cutting-edge resources and a collaborative environment to the freedom to make an impact and more, you’ll find the ingredients you need at LPL Financial to shape your success while helping clients pursue their financial goals.

Learning and DevelopmentSr Instructional Designer Generate Interest:

Shape learning strategies that help wealth-management professionals build the capabilities needed to perform at their best. As a Senior Instructional Designer, you will serve as a strategic learning consultant, solution architect, and senior design leader, translating complex business needs into scalable, learner-centered solutions that improve workforce readiness and business performance.

Job Overview:

The Senior Learning and Development Instructional Designer is a senior individual contributor who serves as a strategic learning consultant and solution owner for complex business capability needs. The role leads the discovery, strategy, design, development, implementation, adoption, measurement, and continuous improvement of high-impact learning solutions that address business performance, workforce readiness, and evolving skill requirements across multiple audiences, businesses, and modalities. The Senior Instructional Designer partners with business leaders, subject-matter experts, facilitators, learning leaders, and cross-functional stakeholders to diagnose performance and capability needs, determine appropriate learning and performance solutions, and translate significant business, process, technology, and organizational changes into scalable learning strategies.

Beyond instructional design execution, this role provides senior-level consultation and design leadership for complex, high-visibility initiatives. The Senior Instructional Designer owns assigned solution portfolios or workstreams, establishes learning architecture and solution strategy, influences stakeholders and decisions across organizational boundaries, manages priorities, dependencies, risks, and tradeoffs, and connects learning investments to measurable workforce and business outcomes. The role also strengthens instructional design capability through peer coaching, design reviews, standards, reusable frameworks, communities of practice, and adoption of emerging learning technologies. This individual contributor role sits within Learning and Development and reports to the ID Manager, Learning and Development.

Responsibilities:

· Lead complex, high-impact learning solutions from discovery through strategy, design, development, implementation, adoption, measurement, and continuous improvement, ensuring alignment to business objectives, learner needs, and performance outcomes.

· Serve as a strategic consultant to business leaders and stakeholders by diagnosing performance and capability needs, identifying root causes, determining whether learning is the appropriate intervention, and recommending integrated learning or performance solutions.

· Define the learning strategy and architecture for complex initiatives, including modality, sequencing, practice, reinforcement, performance support, measurement, and scalability based on business requirements, audience needs, and solution complexity.

· Design and develop learner- and customer-centered solutions across digital learning, instructor-led training, virtual instructor-led training, blended learning, performance support, and reinforcement strategies that build capability and sustain behavior change.

· Lead complex, cross-functional learning workstreams involving multiple stakeholders, audiences, locations, modalities, and dependencies; establish priorities, manage risks and tradeoffs, and drive decisions required for successful implementation.

· Translate significant business, technology, process, regulatory, and organizational changes into learning, capability, and workforce-readiness strategies that support adoption and sustained performance.

· Establish and monitor measures of learning effectiveness, workforce readiness, adoption, skill application, and business impact; use qualitative and quantitative data to evaluate outcomes, identify trends, and drive improvements.

· Develop and evolve reusable instructional design frameworks, standards, tools, playbooks, and solution models that improve consistency, speed to deployment, quality, and scalability across the learning portfolio.

· Provide senior-level design consultation, peer review, coaching, and knowledge sharing to strengthen instructional design capability, raise quality standards, and support development of less-experienced learning professionals.

· Partner with learning leadership and cross-functional stakeholders to identify opportunities to improve learning operating practices, processes, intake, governance, and scalable delivery models.

· Evaluate and apply emerging learning technologies, AI, simulation, analytics, and digital capabilities to improve personalization, practice, content development, measurement, productivity, and solution scalability; evaluate new approaches based on business value, learner needs, risk, usability, and measurable impact.

· Influence stakeholders across organizational boundaries without direct authority, respectfully challenge assumptions, facilitate decisions, and build alignment around learning strategy, priorities, investments, and expected outcomes.

· Balance multiple complex and high-visibility priorities in ambiguous and fast-changing environments while maintaining high standards for quality, stakeholder experience, delivery commitments, and business impact.

What are we looking for?

We’re looking for a strong learning professional who can operate as both a senior instructional designer and strategic business partner. The ideal candidate brings deep instructional design expertise, strong business acumen, sound judgment, and the ability to diagnose complex capability needs, shape solution strategy, lead high-visibility work, influence stakeholders, develop others, and connect learning investments to measurable workforce and business outcomes. We value leaders who embrace continuous improvement, use evidence to make decisions, and help evolve the learning function through scalable approaches, emerging technology, and strong design practices.

Requirements:

· Bachelor’s degree in Instructional Design, Learning Experience Design, Education, or a related field preferred, or equivalent practical experience.

· Seven or more years of professional experience in instructional design, learning experience design, organizational capability, or a related learning role, preferably within a large, fast-moving, innovative, and data-driven environment; equivalent practical experience will be considered.

· Three or more years operating in a senior-level capacity, including leading complex learning initiatives, providing peer coaching or knowledge sharing, and managing work from discovery or intake through implementation; equivalent practical experience will be considered.

· Demonstrated experience consulting with business leaders to diagnose performance or capability needs and recommend appropriate learning or performance solutions.

· Demonstrated experience leading complex, cross-functional learning initiatives involving multiple stakeholders, priorities, dependencies, risks, and measurable outcomes.

· Demonstrated ability to analyze qualitative and quantitative information and translate findings into actionable recommendations tied to workforce or business outcomes.

· Demonstrated ability to manage ambiguity, competing priorities, and complex stakeholder environments while influencing decisions without direct authority.

Core Competencies:

· Strategic learning consulting and diagnosis: Diagnose business performance and capability gaps, identify root causes, and determine appropriate learning or performance interventions.

· Instructional design expertise: Apply deep knowledge of adult learning theory, instructional design principles, and evidence-based practices to create effective learner-centered experiences across modalities.

· Solution strategy and architecture: Design learning ecosystems and determine modality, sequencing, practice, reinforcement, performance support, measurement, and scalability strategies based on complexity, audience, business need, and system-level performance factors; continuously improve solutions using evidence and experimentation.

· Program leadership and delivery: Lead complex instructional design initiatives from discovery through implementation, managing scope, priorities, dependencies, risks, tradeoffs, and stakeholder decisions to achieve intended outcomes.

· Stakeholder partnership and influence: Build trusted relationships with business leaders, subject-matter experts, facilitators, and learning leaders; influence decisions and establish shared ownership of outcomes across organizational boundaries.

· Learning measurement and business impact: Use qualitative, quantitative, operational, and performance data to evaluate learning effectiveness, readiness, adoption, skill application, and business impact and to guide investment and improvement decisions.

· Design leadership and capability development: Raise instructional design quality through peer coaching, design reviews, standards, knowledge sharing, and development of learning professionals.

· Learning technology and innovation: Apply AI, simulation, analytics, authoring, media, learning management, and other emerging technologies to improve personalization, scalability, productivity, and effectiveness.

· Change and transformation enablement: Translate business, process, technology, regulatory, and organizational changes into learning and capability strategies that support workforce readiness, adoption, and sustained performance.

Preferences:

· Experience developing learning strategies, reusable design frameworks, standards, playbooks, or scalable solution models.

· Experience with learning technology, simulation, AI-enabled learning tools, learning analytics, or other digital capabilities that improve scalability, personalization, and effectiveness.

· Experience designing learning solutions within financial services, wealth management, or another highly regulated industry.

· ATD, CPTD/CPLP, or comparable learning or instructional design credentials.

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