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AVP IT Management - IM05AE

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 are seeking a visionary and strategic Assistant Vice President (AVP) of Learning Technology & Data to lead the next evolution of our technology and data workforce through AI-driven learning, upskilling, and talent pipeline innovation. This role will be instrumental in shaping the future of our technology talent by aligning learning strategies with emerging AI capabilities, enterprise transformation goals, and future-of-work imperatives.

As the AVP, you will:

+ Architect and execute a comprehensive AI focused technology and data learning strategy that accelerates workforce readiness across all levels—from foundational AI literacy to advanced GenAI engineering capabilities.

+ Lead the design of adaptive learning ecosystems, leveraging intelligent platforms, agentic workflows, and role-based enablement to personalize development pathways.

+ Drive upskilling and reskilling initiatives that anticipate shifts in technology roles, ensuring alignment with enterprise AI roadmaps, agile transformation, and cloud modernization efforts.

+ Oversee all Talent Pipeline programs, including early career development, internships, apprenticeships, and rotational programs, with a renewed focus on AI fluency and innovation readiness.

+ Collaborate with Engineering, Data, and Cyber leaders to embed learning into the flow of work, using AI tools to enhance productivity, reduce friction, and foster continuous growth.

+ Champion a culture of experimentation and lifelong learning, using pilot programs, feedback loops, and performance analytics to evolve learning offerings in real time.

This role will be a key enabler of our AI-enabled workforce transformation, ensuring our talent is equipped to lead in a rapidly changing digital landscape.

This role will have a Hybrid work schedule, with the expectation of working in Hartford, CT or Charlotte, NC 3 days a week (Tuesday through Thursday). Candidates must be eligible to work in the US without company sponsorship.

Key Responsibilities:

Learning Strategy & Innovation

+ Develop and execute a forward-thinking learning strategy that supports the transformation of the technology workforce.

+ Lead the design and implementation of scalable, tech-enabled learning solutions (e.g., AI-driven platforms, immersive learning, microlearning).

+ Partner with senior technology leaders to identify critical skill gaps and align learning programs to business priorities.

+ Champion a culture of continuous learning, innovation, and digital fluency.

Workforce Transformation & Upskilling

+ Drive technology-wide upskilling and reskilling initiatives to prepare the workforce for future roles and technologies.

+ Leverage data and analytics to measure learning impact and inform strategic decisions.

Talent Pipeline Programs

+ Lead the strategy and execution of all talent pipeline programs, including: Leadership Development Program, Tech Catalyst (inclusive of Intern program) and HartAcademy

+ Build strong partnerships with academic institutions and industry organizations to attract and develop diverse talent.

+ Ensure seamless integration of pipeline programs into long-term talent development strategies.

Learning Platform Development

+ Oversee the continued development and modernization of the Learning Platform, while simplifying the learning application landscape

+ Continue to enhance the learning platform features and offerings with AI-based functionalities that help accelerate the strategic learning needs

Leadership & Team Management

+ Lead and inspire a high-performing team of learning professionals, technology teams and program managers.

+ Foster a collaborative, agile, and innovative team culture.

+ Manage budgets, vendor relationships, and strategic partnerships.

+ Partner closely with our Enterprise learning function to ensure consistent training and upskilling aligned to Enterprise strategy

Qualifications:

+ Bachelor’s degree in Learning & Development, Human Resources, Business, or related field (Master’s preferred).

+ 10+ years of progressive experience in learning and development, with at least 5 years in a leadership role.

+ Proven experience in strategy and execution of technology learning, workforce transformation, or digital upskilling.

+ Strong understanding of learning technologies, instructional design, and adult learning principles.

+ Experience managing early talent or pipeline programs is highly desirable.

+ Exceptional communication, stakeholder management, and strategic thinking skills.

+ Familiarity with AI, cloud, cybersecurity, data science, and other emerging tech domains.

+ Experience in leading teams that manage learning platforms (LMS, LXP), analytics tools, and digital content creation.

+ Ability to thrive in a fast-paced, matrixed, and evolving environment.

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. The annualized base pay range for this role is:

$180,000 - $270,000

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

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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.

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