Join Our Virtual Ask the Expert with LinkedIn Learning Content Manager 🍂

Hello everyone! This is my first post here and I am so excited to hear from you and talk learning! Please feel free to ask any burning question on your mind whether it be about learning for L&D pros or how you spread learning across your teams. I look forward to having this conversation here! 

​@wmastrocola ​@jessicajjones ​@Eglantine ​@Wael Bakhaty 

Our Learning & Talent Development team has been wanting to leverage LinkedIn Learning content to support skill development tied to our career architecture - but haven’t found a clear path forward to figure out how to generalize our architecture to make the project manageable while still allowing it to be meaningful and relevant to folks. I would love to hear any ideas or how others may have done this successfully!

Hi Jessica!

First, I want to share this helpful overview of LinkedIn Learning Career Hub:
A First Look at LinkedIn Learning Career Hub (A great start if you haven’t seen it yet!)

Career Hub is designed to connect career architecture with skill development in a scalable way. While I’m not on the product team, here are a few practical ideas that directly address your question:

How to Make It Manageable and Meaningful

• Start with Skill Clusters: Group roles into job families or clusters instead of mapping every title. This simplifies alignment and keeps relevance.
• Leverage Career Hub Features:
  • Upload your talent architecture (CSV or Workday integration).
  • Map roles to skills and LinkedIn Learning content automatically.
  • Use Trending Skills Insights to keep your architecture fresh.
  • Tie learning paths to career goals and internal mobility opportunities.
• Pilot Before Scaling: Begin with one job family, measure engagement, then expand.

Incorporate Frameworks

Our content team has developed frameworks like:

• Cybersecurity Upskilling Framework 
• AI Upskilling Framework

These frameworks provide a common language for skills and make mapping easier while ensuring relevance across roles. See even more here! 

Would love to hear how others are approaching this!
If you’ve tried mapping career architecture to learning content or have tips for making it scalable and relevant, please share your experience. The more ideas we exchange, the better we can support meaningful skill development across our organizations.

(Thank you for being my first question btw!)