Vice President, Organisation Learning

Reports to: Director, Talent Management & Learning Direct Report: Learning Administrator

Role Purpose

The Vice President, Learning is a senior learning partner responsible for shaping business-aligned capability strategies, skills-oriented learning pathways and measurable learning solutions that strengthen workforce readiness, talent development and business performance.

Operating in a matrix partnering model, the role carries vertical responsibility for selected business segments, partnering O&P Business Partners and business leaders to diagnose capability needs and shape departmental learning plans. Separately, it holds horizontal accountability for assigned grade-level development across the firm, ensuring grade‑specific learning is coherent, relevant and aligned to progression, performance and leadership expectations at that level.

The role also owns selected capability domains within Temasek's learning architecture, working with external partners to co‑design and curate market‑informed, contextualised programmes that raise learning quality, adoption and impact. Through this work, the role advances Temasek's skills‑based talent approach by building, signalling and strengthening critical capabilities for future roles, talent development and workforce needs.

• Act as the primary Learning Partner for assigned business segments, building trusted relationships with O&P Business Partners, department leaders and key stakeholders to understand strategic priorities, workforce shifts and capability implications.
• Apply a performance consulting approach to diagnose capability gaps and partner with stakeholders to shape business‑relevant learning plans that prioritise critical skills, leadership behaviours and business knowledge, while making effective use of learning budgets and resources.

• Own the horizontal learning agenda for assigned grade levels across the firm, including grade‑specific development interventions, and continuously improve these journeys using feedback, business input and outcome measures to strengthen progression, performance, sponsorship, participation and learning transfer.

• Partner relevant stakeholders to build on Temasek's digital fluency agenda by establishing a digital capability maturity model and adoption roadmap across analytics, automation and AI, aligned to the System‑Agent‑People agenda, with value measures such as adoption, productivity, quality, scalability and business relevance.
• Partner other Learning Partners to embed future‑critical human skills into relevant learning domains and workforce readiness efforts, ensuring human capability development keeps pace with Temasek's digital maturity and future workforce needs.
• Build governance capability for responsible AI use, cybersecurity awareness, data discipline and safe adoption of digital tools, enabling employees to apply technology confidently, responsibly and in line with enterprise standards.

• Lead selected capability domains within Temasek's learning architecture, translating business priorities into skills, proficiency expectations, learning pathways and programme strategies that support a skills‑based talent and capability agenda, while leading, supporting or partnering on institutional programmes based on portfolio and domain alignment.
• Shape learner journeys, partner briefs, evaluation approaches and refresh cycles, managing vendor relationships with rigour and ensuring programmes are market‑informed, contextualised, quality assured and linked to clear employee experience, capability, adoption and…