Director, Skills Intelligence & Learning Experiences

About the Opportunity

The company is the leading enterprise learning system for workforce transformation, bringing together everything people need to learn and advance: courses, videos, articles, projects, and real-world skill insights, matched to individual roles, skills, and goals. For businesses, the organization builds the infrastructure for a culture of learning that attracts, develops, and retains top talent, driving performance at scale. Recognized for its AI-driven approach to closing the human readiness gap and turning learning ambition into measurable impact, the company is a leader in its field. The organization believes learning is the key to unlocking opportunity, and its mission is to discover, empower, and celebrate the next generation of global expertise.

About the Role

The organization is looking for a strategic product leader to own Skills Intelligence and Learning Experiences: the intelligence layer that defines what a skill is and how proficiency is measured, and the learning experiences that turn that intelligence into real capability growth. This role is built for a product manager who has shipped learning platforms at scale and knows what it takes to help people actually learn. The ideal candidate understands the difference between content a learner clicks through and a program that changes what someone can do. They have built the systems that recommend the next right thing, structure a path toward a goal, and demonstrate that a skill was developed rather than simply consumed. Learner outcomes are the point, and the candidate will keep them at the center of every decision.

Underneath those experiences sits the organization's skills data model: the foundation that defines what a skill is, how proficiency is measured, and how that information powers AI, learning experiences, and enterprise workflows across the product. This role will own that foundation as well, and will treat it as a long-lived system rather than a collection of features. Success comes from a skills model that becomes more useful over time, supports new products without constant rework, and gives customers confidence that the data behind it can be trusted.

The role owns both halves of the loop: the intelligence that makes learning relevant, and the learning experiences where learners discover, develop, and demonstrate new skills. The strongest candidate is fluent in both and insists that neither works without the other.

Key Skills

• Learning product leadership. Experience shipping learning platforms or learning products that measurably helped people build skills, with demonstrable outcomes. Leadership considers both the learner and the enterprise buyer, translating each into product decisions.
• Enterprise learning fluency. Understanding of how large organizations structure learning: academies, certifications, career paths, and cohort-based programs. Ability to translate these models into product decisions that hold up across very different customers.
• Assessment design. Ability to define proficiency scales with clear, observable distinctions between levels, and explain those distinctions to customers. A background in psychometrics or learning assessment is a strong advantage.
• Taxonomy design depth. Experience building classification systems that stay useful as domains evolve. Familiarity with frameworks such as O*NET and ESCO, and understanding of how AI-based skill matching depends on taxonomy quality.
• Data product mindset. Experience managing structured data with clear ownership, versioning, quality standards, and well-defined interfaces for downstream consumers.
• Long-term systems thinking. Designing systems that grow more accurate and useful as data accumulates, and defining the metrics that prove that improvement.
• ML fluency. Understanding of how ML models consume training data to work effectively with engineers and to evaluate data quality, coverage, and sources of bias.
• Trust and fairness judgment. Comfort in ambiguous situations where standardized definitions and customer requirements do not fully align. Ability to make consistent decisions and explain the reasoning behind them.
• AI-assisted workflows. Using AI to accelerate taxonomy research, synthesize across sources, and prototype changes before implementation.

Responsibilities

Learning Experiences

• Shape the organization's learning experiences, from self-paced pathways to structured, cohort-based programs.
• Own Degreed Academies, enabling enterprise customers to deliver certifications, onboarding, and other structured learning programs.
• Decide how skill data powers personalized learning recommendations, including what content gets suggested to a learner next.
• Direct the AI feature that identifies a learner's skill gaps and generates content to close them.
• Design the full learner journey: how someone finds a skill gap, engages with content, and demonstrates they have closed it.

Skills Intelligence

• Own the full data model behind the organization's skills product: how skills are defined, organized, and kept accurate as the system grows.
• Run the platform enterprise clients use to adapt the organization's skill list to their own internal language, combining AI suggestions with human review.
• Design the rating scale used to measure skill proficiency, including the criteria that separate one level from the next.
• Keep the organization's skill data compatible with external frameworks and with enterprise HR systems.
• Build the process by which every AI interaction across the product improves the underlying skill data over time, and measure that improvement with real numbers.
• Evolve the skills model by making deliberate trade-offs between consistency, customer flexibility, and long-term product health.

Requirements

• Expert-level experience (8+ years), including direct ownership of shipped learning products.

Pay

The total pay range for this role is 185,000 USD - 197,000 USD. Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to: skill set, depth of experience, certifications, specific work location, and internal equity.

Benefits

The organization takes care of its people with a comprehensive benefits package designed to support well-being, growth, and success.

• Diversity & Inclusion – Celebrating diverse perspectives and backgrounds, fostering an inclusive environment where everyone can thrive and contribute.
• Growth Mindset – Learning is at the heart of what the organization does. Empowering employees to continuously develop their skills and grow their careers in alignment with their unique strengths and aspirations.
• Collaboration – The best ideas come from working together. Cultivating a culture of open communication, teamwork, and shared success.

Schedule

The organization offers flexible work arrangements tailored to each role. Some positions are fully remote, while others follow a hybrid model for employees near an office. For remote and hybrid roles, collaboration will be virtual using tools like Zoom and Slack. This role may require prolonged computer use and stationary work, with the ability to interpret written and verbal communication effectively.