VP, Global Leadership Development & Learning Strategy

You desire impactful work.
 

You’re RGA ready

RGA is a purpose-driven organization working to solve today’s challenges through innovation and collaboration. A Fortune 500 Company and listed among its World’s Most Admired Companies, we’re the only global reinsurance company to focus primarily on life- and health-related solutions. Join our multinational team of intelligent, motivated, and collaborative people, and help us make financial protection accessible to all.

A Brief Overview

This senior leadership role will be responsible for designing, implementing, and scaling comprehensive leadership development programs that drive organizational capability, succession planning, and cultural transformation and foster a culture of continuous learning across our global operations. As a key member of the Global Talent & OD leadership team, this role is critical in shaping the future of talent in a complex, risk-driven, and highly analytical industry. The ideal candidate will bring deep expertise in leadership development, adult learning principles, and global program management to elevate our leadership bench strength and organizational effectiveness.


What you will do

• Leadership Development Strategy, Program Design and Implementation: Develop and execute a comprehensive global leadership development strategy aligned with business objectives and organizational culture. Serve as a strategic advisor to HRLT on leadership capability building. Develop comprehensive leadership architecture framework defining competencies, career pathways, and development progressions across all leadership levels that enable building a robust succession pipeline. Design and deliver innovative, scalable leadership development programs for emerging leaders, mid-level managers, and senior executives. Create blended learning experiences incorporating digital platforms, experiential learning, coaching, and peer-to-peer development. Establish leadership assessment and 360-feedback processes to identify development needs and measure program effectiveness. Stay current with industry trends and emerging best practices in leadership development
• Talent Development & Learning Strategy: Create enterprise-wide learning and development strategy that encompasses all employee populations and career stages in a multi-year roadmap in support of our growth strategy, business objectives, and culture of collaboration, continuous learning and improvement. Drive digital transformation of learning experiences through innovative technologies and platforms. Lead the evaluation, selection, and implementation of learning management systems (LMS) and learning experience platforms (LXP). Oversee LMS administration, user experience optimization, and integration with HR systems and business applications. Ensure LMS compliance with data privacy regulations and security standards across global operations. Evaluate and implement learning management systems, virtual reality training, and AI-powered personalization. Lead pilot programs and experimentation with new learning methodologies. Ensure learning content reflects the regulatory, cultural, and operational nuances globally and regionally. Promote learning programs internally through robust communication and branding strategies, driving engagement for both formal and informal learning experiences. Collaborate in cross-functional improvement initiatives to align learning strategies with key transformation and growth initiatives, building upskill/reskill plans for critical segments. Enhance team performance through the development of high-impact team effectiveness methods including designing and facilitating team workshops.
• Career Pathing: Build development pathways for individual contributors in support of personal growth and talent development. Facilitate needs analysis, align priorities & resourcing, and set pace & budget. Foster a culture of continuous learning and improvement.
• Team & Vendor Management: Manage strategic relationships with external leadership development vendors, business schools, and executive coaching firms. Develop and maintain preferred vendor networks and establish service level agreements. Conduct vendor performance evaluations and manage contract negotiations to optimize cost and quality. Partner with procurement teams to ensure compliance with vendor management policies and procedures. Identify and evaluate new vendor partnerships to enhance program capabilities and innovation. Oversee the selection and integration of learning technologies, platforms, and tools. Ensure consistent program quality and cultural adaptation across diverse geographic markets. Manage annual learning and development budget, optimizing resource allocation and ROI
• Measurement & Impact: Define and track KPIs to measure the effectiveness and ROI of leadership and le