Scaling & Improving Global L&D Programs

From Unused LMS to High Engagement Learning Platform at Scale

Context

Amazon’s EMEA Corporate HR learning ecosystem was delivered through a central LMS that had become difficult to navigate and underutilized.

Employees struggled to:

  • Understand required versus optional training

  • See clear learning pathways across roles, levels, and regions

  • Interpret progress, completion, and compliance status

The challenge was to re-architect the LMS as a clear, adoption-driven learning platform that worked across countries, roles, and regulatory contexts.

Role & Scope

I led the end-to-end redesign and relaunch of the EMEA Corporate HR LMS, owning learning architecture, learner-facing UX, and adoption strategy.

My responsibilities included:

  • Redesigning LMS information architecture and navigation

  • Defining role- and level-based learning pathways across regions

  • Designing learner-facing UX for dashboards, tracking, and reporting

  • Aligning backend LMS structures with front-end clarity

  • Leading internal launch and change enablement

I collaborated closely with subject-matter experts for content accuracy, while owning platform logic, UX decisions, and adoption strategy end to end. I intentionally executed key visual and communication assets directly to ensure speed, coherence, and quality during relaunch.

Platform Architecture & UX Strategy

I approached the LMS redesign by treating it as a product and behavior-change system.

Orientation-first design

The landing experience was redesigned to immediately answer three learner questions:

  • What do I need to do?

  • What should I do next?

  • How am I progressing?

This reduced cognitive load and eliminated ambiguity around expectations.

Role-Based Learning Pathways

Learning was restructured into clear, role-based pathways, differentiated by:

  • Role and level

  • Region and compliance requirements

  • Required versus developmental learning

This reframed what was a library of courses into a guided learning experience aligned to employee progression.

Progress, Tracking & Transparency

Dashboards and reporting views were redesigned so learners could:

  • Understand completion and compliance status at a glance

  • See progress across required and optional learning

  • Interpret reporting without additional guidance or training

Clarity replaced complexity, making the LMS usable without explanation.

Execution & Rollout

Execution combined learning design, UX, and internal communication into a single, cohesive rollout:

  • Rebuilt LMS information architecture and navigation

  • Designed consistent visual and interaction patterns across the platform

  • Implemented learner dashboards and reporting views

  • Produced an internal launch video explaining how and why to use the new LMS

  • Accounted for accessibility and localisation across EMEA regions

Adoption was approached as a first-class design problem.

Outcomes & Impact

  • Following the relaunch:

    • Overall LMS portal usage increased by 64%

    • Course completions increased by 52%

    • Daily active users increased by 47%

    • The strongest engagement gains occurred on redesigned dashboards and tracking pages

    The redesigned LMS became the primary entry point for Corporate HR learning across EMEA, significantly improving engagement with both required and developmental training.