Senior Learning & Development Expert (all humans)

Make a difference in the financial life of millions of people: At Erste Digital you are co-creating the digital future, in which better financial health is possible. #believeinyourself

We are part of Erste Group – the largest banking group in Central and Eastern Europe with more than 2,500 branches and over 45,000 employees. Our more than 2,000 IT experts and enthusiasts are the bank's Digital Muscle.

Learning and development is about much more than organizing training courses. It's about helping people build the skills they need to succeed today and preparing our organization for tomorrow. We are looking for an experienced Senior Learning & Development Expert to join our People & Culture team and take ownership of the learning and development agenda at Erste Digital. In this role, you will work closely with business leaders, HR Business Partners and international L&D colleagues to shape how our people learn, grow and develop their careers. You will combine strategic thinking with hands-on execution and have the opportunity to make a real impact in a technology-driven organization.

What to do:

• Shape our learning strategy: Identify current and future skill gaps, understand business needs and translate them into a strategic learning agenda with clear priorities.
• Drive skills and career development: Further develop our skills management approach and support our job architecture, competency frameworks and technical career paths. Help define the skills and development opportunities needed to progress between career levels.
• Build meaningful learning experiences: Design and implement structured development programs, learning journeys and scalable learning solutions rather than focusing primarily on individual training courses.
• Take ownership of leadership development: Shape and continuously improve our leadership development program, helping people managers strengthen their leadership capabilities.
• Partner with the business: Work closely with senior leaders, People Managers, HR Business Partners and Group L&D colleagues to identify development priorities and translate them into practical solutions.
• Drive learning initiatives: Coordinate key development activities such as our Learning Days, technical learning programs and knowledge-sharing initiatives across the organization.
• Establish clear processes and governance: Take responsibility for L&D processes, learning budgets, external training providers and transparent planning and cost management.
• Measure learning impact: Use relevant learning KPIs, feedback and skills development data to evaluate initiatives and continuously improve our learning offering.
• Support digital learning: Work with our learning management system and external learning platforms to enable accessible and effective development opportunities.
• Contribute to organizational change: Support transformation and cultural development initiatives through targeted learning and upskilling activities.