Stephanie Cedergren
CONTACT ME →
EMPLOYER WORK · GLOBAL FINTECH COMPANY
EMPLOYER WORK
· GLOBAL FINTECH COMPANY
A Culture of Learning
A Culture of Learning
Building a learning function from the ground up.
Building a learning function from the ground up.
ROLE
Manager of Training &
Culture
ROLE
Manager of Training &
Culture
TENURE
TENURE
20 months
20 months
SCALE
SCALE
5 programs,
company-wide
5 programs,
company-wide
TOOLS
TOOLS
Google Workspace, Adobe
Creative Cloud, Confluence
Google Workspace, Adobe
Creative Cloud, Confluence
THE CHALLENGE
THE CHALLENGE
There was no learning function.
There was no learning function.
The company was growing fast across multiple countries. It
had no company-wide onboarding, no learning strategy,
and no LMS. Each department handled its own onboarding,
so new hire experience was inconsistent.
It started as an onboarding project. As the needs became
clear, it grew into a learning function that could support
everyone, from day one to leadership.
The company was growing fast across multiple
countries. It had no company-wide onboarding,
no learning strategy, and no LMS. Each
department handled its own onboarding, so new
hire experience was inconsistent.
It started as an onboarding project. As the
needs became clear, it grew into a learning
function that could support everyone, from
day one to leadership.
5
5
programs built
programs built
20
20
months
months
0
0
company-wide
onboarding
company-wide
onboarding
BEFORE
AFTER
Every department handled its own onboarding
Some teams had something, others had nothing
No learning strategy
No LMS
Many managers were leading for the first time
See what I built →
LIFE BEFORE
From scattered to a system.
BEFORE AND AFTER
BEFORE
AFTER
Every department handled its
own onboarding
Some teams had something,
others had nothing
No learning strategy
No LMS
Many managers were leading
for the first time
See what I built →
LIFE BEFORE
From scattered to a system.
BEFORE AND AFTER
THE RESULTS
THE RESULTS
+10%
+10%
more managers holding
1:1s after leadership
training
more managers holding
1:1s after leadership
training
2%
2%
employee turnover
employee turnover
100%
100%
compliance completion
compliance completion
98%
98%
training satisfaction,
including international
teams that started out
skeptical and
resistant.
training satisfaction,
including international
teams that started out
skeptical and
resistant.
What changed.
What changed.
WHAT IT TAUGHT ME
WHAT IT TAUGHT ME
When early examples were too
U.S.-centric, I set up a review
panel of employees from
multiple countries. Learning
grows through relationships and
trust, not content alone.
When early examples were too
U.S.-centric, I set up a review
panel of employees from
multiple countries. Learning
grows through relationships and
trust, not content alone.
WHAT I'D BUILD NEXT
WHAT I'D BUILD NEXT
A longer leadership pathway, department
knowledge hubs in Confluence, and a sales
enablement program for customer-facing
teams.
A longer leadership pathway, department
knowledge hubs in Confluence, and a sales
enablement program for customer-facing
teams.
© 2026 Stephanie Cedergren
NEXT CASE STUDY
NEXT CASE STUDY
