VP / Chief Learning Officer (CLO)

 

Location Designation: Hybrid - 3 days per week 

 

 

The Chief Learning Officer (CLO) will bring a strong, forward-looking point of view on the future of work leveraging AI not only to build skills across the enterprise and within the function, but to fundamentally reshape how learning is designed, created, and delivered. This includes reimagining learning as a more experiential, personalized, and embedded capability, moving beyond traditional programs to dynamic experiences that drive real behavior change.  In addition, the CLO will lead the enterprise skills strategy, overseeing the development and integration of a comprehensive skills ecosystem—including Career Hub, Eightfold, upskilling and reskilling initiatives, and job architecture—to enable a future-ready, skills-driven organization. 

The CLO will set the enterprise learning strategy and agenda across all levels of the organization, including employees, managers, leaders, and high-potential talent, ensuring a cohesive and aligned approach to capability building. They will lead the transformation of learning at New York Life from a programmatic function to a strategic driver of enterprise capability, performance, and how the organization evolves how work gets done. This role is central to shaping a more adaptive, skills-driven organization, redefining how capabilities are built over time. A critical component of this work is enabling leaders to drive this evolution by building capability, modeling new ways of working, and accelerating adoption of AI across the enterprise.

Reporting to the SVP, Talent Management, this leader operates at the intersection of business strategy, talent, and technology, with accountability for building a modern, AI-enabled capability ecosystem and advancing innovative learning experiences that drive measurable impact.

Core Accountabilities

Enterprise Capability, AI & Organizational Evolution

• Define and drive the enterprise capability and skills strategy aligned to business priorities and future work needs
• Activate priority groups through focused, role-based upskilling and reskilling (e.g., academies, use-case-driven learning, immersive experiences)
• Translate enterprise priorities into a clear, focused set of critical capabilities, and ensure they are brought to life across the enterprise through integrated, high-impact learning experiences that extend beyond self-paced content into how work is performed
• Establish capability building as a core engine of performance and a fundamental expectation of all roles—embedding learning into the flow of work and reinforcing a culture where continuous development is expected, applied, and sustained at scale
• Leverage data to prioritize investments, scale what works, and stop what doesn’t
• Support the enterprise AI upskilling agenda and broader skills strategy by translating enterprise AI need and priorities into focused, persona-based capability building approaches and identifying scalable, engaging content that drives true adoption
• Embed AI capability building into how work gets done—ensuring learning is applied, reinforced, and sustained over time, not delivered as one-time interventions
• Lead the design and integration of the enterprise skills ecosystem, aligning platforms and initiatives (e.g., Career Hub, Eightfold), job architecture, and upskilling/reskilling efforts into a unified strategy that enables talent mobility, workforce planning, and a future-ready, skills-driven organization

Leadership and Manager Enablement & Coaching

• Own and evolve the enterprise leadership and manager development strategy, including the continued build-out and sustainment of our flagship program Lead Forward as a multi-year journey for all Leaders. Ensure program is directly aligned to enterprise priorities and drives the behaviors required to evolve how the organization operates.  
• Build out evolved approach to top talent and HiPo programs across enterprise to ensure we are focused on readying future leaders across NYL and building bench strength through talent
• Integrate coaching (human and AI-enabled) into daily leadership and team effectiveness
• Continuously assess impact and evolve the approach to ensure leadership and manager development translates into measurable changes in behavior and performance across NYL

Innovation in Learning

• Design and scale an AI-enabled learning ecosystem that