Skills-based hiring and internal mobility keep showing up as priorities, but most learning paths still run on a static catalog. A course gets assigned, a role gets a checkbox, and there's rarely a clear line between the two. Completion tells you someone finished something, not whether they're ready for what's next. This session walks through a four-move framework for building role-aligned learning paths: define what a role actually requires, sequence learning to career progression instead of a browsable catalog, make skill growth visible to both learner and manager, and connect that growth to outcomes like retention and mobility. You'll leave with a model you can apply in any tech stack, illustrated through a real workforce scenario from definition through outcome. We'll close with a brief look at what this looked like in practice.

During this session, you will learn:

• How to build a skills taxonomy that reflects what a role actually requires, not the job title attached to it or the courses currently on file.
• A method for sequencing learning to career progression, so paths follow where someone is headed instead of a catalog they browse on their own.
• How to make skill growth visible to both the learner and the manager funding it, so progress is something people can see and act on, not just something sitting in a backend report.
• How to connect learning activity to outcomes like retention and mobility, giving L&D a business case leadership can act on.