Learning & Development Lead: Transformation & Digital Adoption

Ref#: W181944

Department: Human Resources

City: Nutley

State/Province: New Jersey

Location: United States

Pay Range: $90,000 - $192,500 annually; actual pay is dependent on experience and geographic location

Company Description

Ralph Lauren Corporation (NYSE:RL) is a global leader in the design, marketing and distribution of premium lifestyle products in five categories: apparel, accessories, home, fragrances, and hospitality. For more than 50 years, Ralph Lauren's reputation and distinctive image have been consistently developed across an expanding number of products, brands and international markets. The Company's brand names, which include Ralph Lauren, Ralph Lauren Collection, Ralph Lauren Purple Label, Polo Ralph Lauren, Double RL, Lauren Ralph Lauren, Polo Ralph Lauren Children, Chaps, among others, constitute one of the world's most widely recognized families of consumer brands.

At Ralph Lauren, we unite and inspire the communities within our company as well as those in which we serve by amplifying voices and perspectives to create a culture of belonging, ensuring inclusion, and fairness for all. We foster a culture of inclusion through: Talent, Education & Communication, Employee Groups and Celebration.

Position Overview The Learning & Development Lead – Transformation & Digital Adoption is a strategic leadership role responsible for enabling enterprise transformation through learning, capability building, and systems adoption. This role ensures that digital investments translate into measurable business outcomes by equipping employees with the skills, behaviors, and confidence required to adopt new technologies and ways of working.

This leader will design and execute learning strategies that accelerate digital maturity, system proficiency, and change adoption across the enterprise—moving beyond training delivery to embed learning as a core enabler of transformation.

Essential Duties & Responsibilities

Enterprise Transformation & Digital Enablement Strategy

• Define and lead an enterprise learning strategy aligned to digital transformation, modernization, and operational excellence initiatives.
• Serve as a key contributor to transformation programs by ensuring people readiness, digital capability, and adoption are embedded from design through sustainment.
• Translate transformation roadmaps into capability-based learning journeys that support evolving business models and operating structures.

Digital & Systems Adoption Enablement

• Lead learning and enablement for enterprise systems, platforms, and digital tools, ensuring adoption, proficiency, and sustained use.
• Design role-based, process-driven, and scenario-based learning experiences that connect system functionality to business outcomes.
• Partner with IT, Digital, Data, and Product teams to:
  • Embed learning into system lifecycles (design, deploy, optimize)
  • Support go‑live readiness and post‑implementation adoption
  • Implement performance support and in-the-flow-of-work learning, reducing reliance on one-time training events.

Change Enablement Through Learning

• Integrate learning with formal change management and adoption strategies to reinforce new behaviors and ways of working.
• Act as a visible change and digital adoption champion, reinforcing the value of continuous learning during periods of transformation.
• Enable leaders and managers to reinforce digital adoption through targeted learning, toolkits, and coaching.

Learning Experience Design & Innovation

• Drive the design of modern, digital-first learning experiences, including:
• Blended and virtual learning
• Simulations and hands-on labs
• Digital academies and learning pathways
• Leverage learning technologies, platforms, and analytics to scale impact and personalize learning experiences.

Measurement, Insights & Business Impact

• Establish success metrics tied to digital adoption, time-to-proficiency, and business
• Use learning analytics, system usage data, and qualitative feedback to assess effectiveness and continuously improve learning solutions.
• Demonstrate ROI of learning as a driver of transformation outcomes.

Stakeholder & Enterprise Partnership

• Serve as a strategic advisor to senior leaders on learning-enabled transformation and workforce readiness.
• Collaborate cross-functionally to ensure alignment between business strategy, technology investments, and people capability.
• Influence enterprise leaders to view learning as a strategic lever for transformation, not a support function.

Leadership & Capability Building

Lead and develop a high-performing Learning & Development team with expertise in:

• Digital Learning and systems enablement
• Instructional design for transformation
• Learning technology and analytics
• Build organizational capability to support continuous transformation, not one-time change events.

Experience, Skills, and Knowledge

• Significant experience leading learning, digital adoption, or transformation enablement at enterprise scale.
• Demonstrated success supporting technology-driven change, including major system implementations or digital transformations.
• Strong understanding of how learning drives behavior change, adoption, and performance.
• Ability to influence senior leaders and operate effectively in complex, matrixed environments.