TalenTeam isn’t just fast, they really understand our business. Their deep expertise and collaborative approach help us shape better requirements and get solutions that actually fit.
Comprehensive suite covering every step of the skills transformation journey.
TalenTeam isn’t just fast, they really understand our business. Their deep expertise and collaborative approach help us shape better requirements and get solutions that actually fit.
Alter Domus operates in the alternative investment industry, working with many leading international asset managers, lenders and asset owners across vertical sectors to provide bespoke solutions for the entire value chain.
Headquartered in Luxembourg and with over 4,800 employees, Alter Domus has an established network of 38 offices in 21 countries around the world.
Alter Domus operates in the alternative investment industry, working with many leading international asset managers, lenders and asset owners across vertical sectors to provide bespoke solutions for the entire value chain.
Headquartered in Luxembourg and with over 4,800 employees, Alter Domus has an established network of 38 offices in 21 countries around the world.
As a global organisation that has nearly doubled in size over the last three years, Alter Domus was aligning its Learning & Development (L&D) strategy to meet the diverse needs of its global workforce.
With a number of learning management systems (LMS) already in place across the organisation, it wanted to consolidate its L&D offerings into one integrated platform.
Leveraging technology to create a global learning experience platform (LXP) would create further synergy in the dynamic learning needs of an increasingly younger workforce, future-fit the organisation and help drive the human capital agenda.
Career development and advancement was identified as a key factor in effective talent management. Marcelo Borges, Director, Head of Organisational Effectiveness at Alter Domus, says, “According to McKinsey, 41% of employees quit their roles due to lack of career development. We recognised that the right LXP would help us differentiate our talent development and learning opportunities, which would be critical for attracting and retaining talent in a competitive job market.”
Alter Domus wanted to simplify learning access by consolidating learning content platforms into a single-entry point for all employees. This would support the organisation’s important work in developing its employees in their current roles and preparing them for future career opportunities through both pre- and post-training insights.
Empowering individuals to access tailored learning resources directly would align learning to needs, and enable managers to monitor progress and support their team's learning journey. Alter Domus also envisioned delivering a broader range of learning options, granting employees the flexibility to consume content in a way that suits their preferences, including the ability to create playlists.
As a global organization that has nearly doubled in size over the last three years, Alter Domus was aligning its Learning & Development (L&D) strategy to meet the diverse needs of its global workforce.
With a number of learning management systems (LMS) already in place across the organization, it wanted to consolidate its L&D offerings into one integrated platform.
Leveraging technology to create a global learning experience platform (LXP) would create further synergy in the dynamic learning needs of an increasingly younger workforce, future-fit the organization and help drive the human capital agenda.
Career development and advancement was identified as a key factor in effective talent management. Marcelo Borges, Director, Head of Organizational Effectiveness at Alter Domus, says, “According to McKinsey, 41% of employees quit their roles due to lack of career development. We recognized that the right LXP would help us differentiate our talent development and learning opportunities, which would be critical for attracting and retaining talent in a competitive job market.”
Alter Domus wanted to simplify learning access by consolidating learning content platforms into a single-entry point for all employees. This would support the organization’s important work in developing its employees in their current roles and preparing them for future career opportunities through both pre- and post-training insights.
Empowering individuals to access tailored learning resources directly would align learning to needs, and enable managers to monitor progress and support their team's learning journey. Alter Domus also envisioned delivering a broader range of learning options, granting employees the flexibility to consume content in a way that suits their preferences, including the ability to create playlists.
Alter Domus selected TalenTeam and BLEND LXP as it met the criteria to support the company’s L&D journey, based on four factors:
Marcelo highlights, “Our people strategy involves using technology to help us understand and drive people engagement. Having TalenTeam as our business partner to support us on this journey and being culturally aligned in terms of agility, collaboration and creation, was critical to our success.”
TalenTeam’s BLEND LXP is a learning experience platform which blends the best of SAP SuccessFactors learning and any external learning libraries into a single platform. It is fully customisable with content aggregation and curation capabilities from multiple sources.
With SAP SuccessFactors already deployed in line with the company’s wider HR strategy, transforming this all-in-one LMS into the overall technology ecosystem using BLEND LXP would create a seamless, global HCM experience.
“In choosing a vendor, we needed to find like-minded people who were compatible with our wider organization. TalenTeam was an ideal fit for our needs,” explains Marcelo.
From discovery through to process, people and technology, the BLEND platform, named internally as MyAcademy, needed to be embedded into the organization. Stakeholders helped identify key areas that would help shape the framework, such as onboarding, a focus on graduates and early careers, compliance, technical and professional skills, and leadership.
The platform gives users a Netflix-style experience that provides highly personal content that they can share and recommend. Users can set their own learning pathways and build their knowledge progressively. Easy-to-use dashboards enables staff keep track of their own learning, search for content and create playlists.
TalenTeam worked with Alter Domus to address use cases for new joiners, managers and career progression. Firstly, addressing the needs of new joiners in a rapidly growing organization was vital. With over 1,500 new hires in the past year, the platform not only streamlines compliance training but provides a personalized learning experience.
Secondly, the LXP recognises the pivotal role of managers in the learning process, by ensuring they have the tools and insights they need to support their teams effectively.
And finally, with career progression being a fundamental focus, the LXP helps to empower staff to continually develop their skills and knowledge, ultimately helping them achieve their career goals within the organization.
Once launched, a change management program to engage learners and achieve success with MyAcademy was developed, using the combined skills of the internal communications team, invested leaders and technology people and partners. It was fundamental the five key objectives of the platform were clearly embedded:
Leaders play an essential role in advocacy of the LXP across the organization, such as engaging staff to create and curate content, using playlists to promote content to their teams and recommending expert learning to staff. A steering committee was also formed to drive and validate each of the milestones of the LXP project.
Measuring success is carried out in several ways. Using Peakon, the company records metrics such as professional growth and employee experience and Marcelo anticipates these will increase significantly over the next year once users have ingrained MyAcademy into their daily work life.
Marcelo concludes, “We are initially focusing on driving adoption rates, moving from early adopters to a more mainstream take-up. There is so much more to come, from AI-created playlists, to gamification, rewards and leaderboards. We are excited about what we can offer our workforce to encourage their learning achievement journeys over the next few years.”
Once launched, a change management program to engage learners and achieve success with MyAcademy was developed, using the combined skills of the internal communications team, invested leaders and technology people and partners. It was fundamental the five key objectives of the platform were clearly embedded:
Leaders play an essential role in advocacy of the LXP across the organization, such as engaging staff to create and curate content, using playlists to promote content to their teams and recommending expert learning to staff. A steering committee was also formed to drive and validate each of the milestones of the LXP project.
Measuring success is carried out in several ways. Using Peakon, the company records metrics such as professional growth and employee experience and Marcelo anticipates these will increase significantly over the next year once users have ingrained MyAcademy into their daily work life.
Marcelo concludes, “We are initially focusing on driving adoption rates, moving from early adopters to a more mainstream take-up. There is so much more to come, from AI-created playlists, to gamification, rewards and leaderboards. We are excited about what we can offer our workforce to encourage their learning achievement journeys over the next few years.”
Staff stay on top of both mandatory compliance training and their own career development pathways
MyAcademy is fully aligned with SAP SuccessFactors Learning and the wider learning suite, maintaining a streamlined and cohesive approach to the overall L&D strategy
Detail analytics and insights into learners’ journeys help leaders to define the company’s future learning needs
Employees personalise their own learning content choices and create playlists from Netflix-style content via easy-to-use dashboards
Managers have a holistic overview of their team’s progress, including training status and learning goals. Managers can also approve and deny learning requests directly from MyAcademy.
“Alter Domus is a fast paced, growing business and we needed to work with a partner that would align with our values. TalenTeam came in and straight away they felt part of the wider organisation.”
“BLEND LXP gives our users easy access to their own personalised learning needs, how, when and wherever they need it. And as an organization, we can analyse, predict and continuously improve the learning process to ensure we’re offering the best learning experiences to empower our workforce.”
Marcelo Borges, Director, Head of Organisational Effectiveness, Alter Domus
The platform empowered Norsk Hydro employees to take ownership of their career development by manually adding skills and creating development plans based on their individual goals.
Norsk Hydro saw improvements in employee engagement, a reduction in attrition, and better workforce planning insights. AI-driven recommendations helped employees build personalised career paths, ensuring they had the right skills for future roles.
By closing skills gaps more effectively, Norsk Hydro advanced its “green aluminium” sustainability goals, aligning workforce development with its commitment to innovation in renewable energy and sustainable practices.
The pilot program set the foundation for a broader company-wide rollout, which included future plans to implement SAP's Opportunity Marketplace for matching employees with internal career opportunities and mentors.
The platform empowered Norsk Hydro employees to take ownership of their career development by manually adding skills and creating development plans based on their individual goals.
Norsk Hydro saw improvements in employee engagement, a reduction in attrition, and better workforce planning insights. AI-driven recommendations helped employees build personalised career paths, ensuring they had the right skills for future roles.
By closing skills gaps more effectively, Norsk Hydro advanced its “green aluminium” sustainability goals, aligning workforce development with its commitment to innovation in renewable energy and sustainable practices.
The pilot program set the foundation for a broader company-wide rollout, which included future plans to implement SAP's Opportunity Marketplace for matching employees with internal career opportunities and mentors.
