Human Resources:Learning & Development Team

About Human Resources:

The HR department handles a range of different functions within an organization like hiring and recruiting, training and development, compensation, developing and overseeing employee benefits, promoting employee career development and addressing current employee concerns. The HR Department is responsible for finding talented manpower and placing them in right jobs in the Bank.

About the Role: Learning Content Innovation

Role Purpose

Reimagine how learning content is understood, consumed, designed and created.

The role will rethink how complex knowledge is translated into effective learning experiences, design reusable content frameworks and systems, build AI-enabled creation workflows, and prototype new formats that improve learning effectiveness, quality, speed and scale.

This is not a conventional course-development or learning journey design role. It is a hands-on builder role at the intersection of learning and content expertise, AI, technology and data.

The person should be equally comfortable asking How can people understand and use this better and Can we build a framework, agent or system that solves this at scale

What You Will Own1. Content Innovation, Frameworks & Systems

.Design content systems, architectures, frameworks, templates and playbooks that others can use across learning journeys.

.Translate learning and content principles into practical tools and workflows that make good design easier to execute consistently.

.Experiment with new content formats and interaction models, moving beyond conventional e-learning and video.

.Design modular and reusable content that can be adapted across roles, channels, formats and learning contexts.

.Convert promising prototypes into reusable, documented and scalable content solutions.

.Identify recurring content problems and solve them through frameworks, standards, automation or systems rather than one-off fixes.

2. AI Agents & Creation Workflows

.Build, test and continuously improve AI agents, prompts, instructions, knowledge resources and multi-step workflows for learning-content creation.

.Design effective human-AI ways of working, including review points, guardrails, validation mechanisms and escalation logic.

.Use AI to accelerate and improve content analysis, research, scripting, assessment, media ideation, quality review and repurposing.

.Design AI workflows that understand and apply learning frameworks rather than simply generate fluent content.

.Evaluate AI outputs critically for factual accuracy, instructional value, content depth, usability and consistency.

.Determine where human judgement is essential and where AI or automation can safely improve speed and scale.

3. Rapid Prototyping & Technology

.Turn ideas into working proofs of concept using generative AI, low-code tools and basic coding.

.Rapidly prototype new learning-content experiences before committing to full-scale development.

.Work with APIs, structured data and automation to connect tools and reduce repetitive manual effort.

.Understand and work with structured formats such as JSON and data-driven content systems.

.Troubleshoot workflows with a strong debugging and problem-solving mindset.

.Stay model-agnostic and tool-agnostic, selecting the simplest technology that solves the problem well.

4. Evaluation, Data & Governance

.Create rubrics and evaluation methods for content accuracy, instructional value, usability, consistency and learner relevance.

.Define what good looks like for AI-generated and human-created learning content.

.Analyse quality, productivity, adoption and content-performance data to identify opportunities for improvement.

.Design experiments to compare content formats, workflows and approaches rather than relying only on subjective preference.

.Establish feedback loops so that evidence from usage and learner performance improves future content.

.Document standards and ensure responsible, compliant and enterprise-ready use of AI.

5. Content Analysis & Knowledge Structuring (Occasionally)

Build an understanding of the content development process.

.Analyse complex business, product, process and policy content to determine what learners need to know, understand, practise and do.

.Transform complex or fragmented SME inputs into clear, structured and meaningful learning content.

.Identify gaps, duplication, contradictions and unnecessary complexity that could affect learning effectiveness.

.Structure knowledge into appropriate concepts, processes, decision rules, examples, scenarios and practice opportunities.

.Distinguish need-to-know from good-to-know and determine the right depth of content for the learner, role and learning objective.

.Work with SMEs to clarify and strengthen source content where information is incomplete or insufficient for the intended learning outcome.

.Rapidly develop enough understanding of unfamiliar domains to make sound content and learning-design decisions.

Core Capabilities

What We Are Looking For

.5-8 years of experience, with a strong foundation in learning content/content design, and demonstrated experience in one or more of digital learning, AI solutions, product or experience design, technology, analytics or innovation.

.Strong ability to analyse, synthesise and structure complex information into clear and usable learning content.

.Evidence of frameworks, products, prototypes, tools or systems built, not only courses or presentations produced.

.Hands-on experience with generative AI tools and agentic workflows. Experience with Microsoft Copilot, ChatGPT, Claude or similar platforms is valuable.

.Ability to evaluate whether content is accurate, sufficient, relevant and instructionally sound, rather than accepting SME inputs at face value.

.Strong writing and content judgement, with the ability to explain complex ideas simply without oversimplifying them.

.Ability to learn unfamiliar business domains quickly and ask SMEs the questions required to uncover gaps and assumptions.

.Comfort with experimentation, ambiguity, critique, failure and rapid iteration.

.Curiosity about emerging learning, AI and technology possibilities, combined with the judgement to distinguish useful innovation from novelty.

The Person We Need

The person we need sees a complex content problem and does not immediately ask:

What course should I create

They ask:

.What does the learner actually need to understand or do

.Is the content making an impact

.Is the source content sufficient and accurate

.What new trends can I adopt to build content consumption and impact

.Can I build a framework, agent, tool or system that solves this better at scale