As the Lead Designer for Enterprise AI Upskilling, you will be the primary architect of Nielsen’s internal AI upskilling approach. You will facilitate, design and implement solutions that advance Nielsen’s AI capability and adoption. Working in close partnership with IT, you will facilitate the strategic roadmap to develop our managers into AI Change Agents and lead the integration of AI solutions into role-specific workflows. This is a high-visibility role where you will use Design Thinking and Adult Learning Theory to ensure technical AI capabilities are seamlessly woven into the unique needs and behaviors of our global workforce.

Responsibilities

• AI adoption and leadership: Design and execute specialized development tracks that equip managers to lead as AI Change Agents, using LXD best practices to ensure high engagement and knowledge retention.

• Persona-Driven AI Integration: Partner with IT and Business Units to facilitate the integration of AI tools. You will lead the effort to identify high-impact opportunities for AI adoption by analyzing specific user personas and their daily friction points.

• Human-centered design facilitation: Lead the end-to-end design process—from conducting empathy interviews to building robust user personas—ensuring that AI solutions solve real-world problems for Nielsen employees.

• The "Bridge" Between Tech & People: Act as a specialized facilitator between IT’s technical roadmap and the employee experience, ensuring that AI integration is intuitive, impactful, and widely adopted.

• Strategic Consulting: Interpret complex internal business challenges and recommend AI-driven learning strategies that align with Nielsen’s long-term leadership and development and business goals.

• Iterative Learning Design: Design, pilot, and scale impactful learning experiences (simulations, workshops, and digital journeys) that move beyond theoretical knowledge into practical, persona-specific AI application.

Qualifications

• Mastery of Learning Experience Design (LXD): Deep familiarity with Adult Learning Theories and a track record of applying modern learning trends and best practices.

• Design Thinking Mastery: Expert-level ability to facilitate empathy interviews and translate qualitative data into actionable personas and learning journeys.

• Large-Scale Transformation: 10–15 years of experience leading enterprise-wide organizational change or workforce upskilling projects within a global context.

• Technical Collaboration: Proven experience working alongside IT or Product teams to implement technological solutions through a human-centric lens.

• Workflow Optimization: Understanding of how AI tools (LLMs, automation, etc.) can be applied to specific tasks to eliminate friction and increase output.

• Impactful Communication: Ability to influence executive stakeholders, anticipate objections, and manage the change narrative across diverse departments.

Academic Background: Bachelor’s degree required; advanced degree or specialized certifications in Instructional Design, Learning Science, or HCI (Human-Computer Interaction) strongly preferred.

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Enabling your best to power a better media future. Our comprehensive benefits package (including health & wellness plans, 401(k) retirement coupled with a Nielsen match, a generous paid time off policy, company provided car for those who qualify, and if eligible, a discretionary incentive/bonus) is designed to be inclusive for all employees and families, and we take pride in ensuring that employees are rewarded holistically for the role they are doing and their performance.

A reasonable estimated salary range for a new employee has been provided. It would be adjusted based on each employee's geographic location. The position of each employee within a compensation range at Nielsen is dependent on several individual circumstances, such as experience, training, certifications and other business requirements/needs.

Nielsen makes hiring decisions without regard to disability status, protected veteran status, or membership in any other protected class.

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