Manager Learning Measurement and Impact

The Hartford; United States; Hybrid; USD 96,000 - 144,000; Full time

Job summary

The Hartford is seeking an analytics-focused learning professional to drive the Enterprise Learning measurement and analytics strategy in the United States. You will connect learning skills, workforce data, and business data to uncover insights that inform investments, capability growth, and outcomes.

This role leads analytics across learning platforms, assessments, surveys, and performance data. Hybrid or Remote work is supported; near NE office locations may require in-office days.

Qualifications

• 5+ years of experience in learning analytics, measurement, people analytics or related discipline.
• Expertise in measurement frameworks, KPIs, dashboards, assessments, and impact analysis.
• Strong ability to integrate multiple data sources and translate findings into actionable insights.

Responsibilities

• Develop and execute the Enterprise Learning measurement and analytics strategy aligned to business priorities.
• Establish measurement frameworks, KPIs, standards across the learning portfolio.
• Integrate data across learning, assessment, survey, skills, workforce, and performance for a holistic view of effectiveness.
• Move beyond participation to evaluate adoption, proficiency, behavior change and business impact.
• Partner with learning teams to define success measures and practical measurement plans at priority initiatives.

Skills

Analytical thinking

Data interpretation

Stakeholder engagement

Consulting skills

Education

Bachelor's degree or equivalent experience

Advanced degree preferred in analytics, business or related field

Tools

Tableau

Power BI

Visier

Job description

Sr Cons L&PD - TL07BE We’re determined to make a difference and are proud to be an insurance company that goes well beyond coverages and policies. Working here means having every opportunity to achieve your goals – and to help others accomplish theirs, too. Join our team as we help shape the future. We’re looking for an analytics-focused learning professional who can help demonstrate the true impact of Enterprise Learning. This role connects learning skills, workforce, and business data to uncover actionable insights and help leaders make informed decisions about learning investments, capability development, and business outcomes. The role leads the Enterprise Learning measurement and analytics strategy, translating data into actionable insights that demonstrate learning effectiveness, capability growth, and business impact. The role integrates data across learning platforms, assessments, surveys, skills, workforce, and business sources; establishes consistent standards; and partners across Enterprise Learning, HR, People Analytics, technology, and the business to improve decisions, investments, and outcomes. Measurement focus: Reach and adoption, application and proficiency, behavior and performance, business impact.

Key Responsibilities:

• Develop and execute the Enterprise Learning measurement and analytics strategy aligned to business and capability priorities.
• Establish common measurement frameworks, KPIs, standards, and methodologies across the learning portfolio.
• Integrate learning, assessment, survey, skills, workforce, and performance data to create a holistic view of effectiveness and capability development.
• Move measurement beyond participation and completion to evaluate adoption, application, proficiency, behavior change, performance, and impact.
• Partner with learning teams to define success measures and practical measurement plans at the outset of priority initiatives.
• Develop dashboards, scorecards, executive insights, and impact studies that identify trends, risks, opportunities, and investment implications.
• Translate complex findings into clear recommendations, while building measurement capability through tools, guidance, and consultation.

Qualifications:

Bachelor's degree or equivalent experience; advanced degree in analytics, business, organizational development, I/O psychology, learning, or a related field preferred. 5+ years’ experience in learning analytics, measurement, people analytics, workforce analytics, or a related discipline, ideally in a large, complex organization. Expertise in measurement frameworks, KPIs, dashboards, assessments, and impact analysis, including outcomes beyond learning activity, using various tools such as Tableau, PowerBi, and Visier. Strong analytical ability to integrate and interpret multiple data sources and convert findings into actionable insights. Familiarity with learning technologies, survey and assessment data, skills data, and enterprise reporting and visualization tools. Strong consulting, communication, storytelling, and influencing skills with senior leaders and cross-functional stakeholders.

This role can have a Hybrid or Remote work arrangement. Candidates who live near one of our NE office locations will have the expectation of working in an office 3 days a week (Tuesday through Thursday). Candidates who do not live near an office will have a remote work arrangement, with the expectation of coming into an office as business needs arise.

Compensation

The listed annualized base pay range is primarily based on analysis of similar positions in the external market. Actual base pay could vary and may be above or below the listed range based on factors including but not limited to performance, proficiency and demonstration of competencies required for the role. The base pay is just one component of The Hartford’s total compensation package for employees. Other rewards may include short-term or annual bonuses, long-term incentives, and on-the-spot recognition.

Annualized base pay range for this role is: $96,000 - $144,000.

Equal Opportunity Employer/Sex/Race/Color/Veterans/Disability/Sexual Orientation/Gender Identity or Expression/Religion/Age

Every day, a day to do right. Showing up for people isn’t just what we do. It’s who we are – and have been for more than 200 years. We’re devoted to finding innovative ways to serve our customers, communities and employees—continually asking ourselves what more we can do. Is our policy language as simple and inclusive as it can be? Can we better help businesses navigate our ever-changing world? What else can we do to destigmatize mental health in the workplace? Can we make our communities more equitable? That we can rise to the challenge of these questions is due in no small part to our company values that our employees have shaped and defined. And while how we contribute looks different for each of us, it’s these values that drive all of us to do more and to do better every day.