Eight learning portals, one front door — and a path to a career

Each portal had its own set of stakeholders and its own technology team. A design that worked for one had to work for all of them, so the system needed to be built from modules each team could adopt.

Because every team had its own priorities, communicating the benefits of the shared approach mattered as much as the design itself.

There were eight or more portals, used by employees at every level. They went well beyond onboarding and compliance, into continuing education and certifications.

Because each portal was owned by a different group, each had its own interface, and because they were separate systems, it was very hard to track anyone's training progress across them. Much of the value of the training was impossible to measure.

One front door, content left where it lived. Every portal was folded into one comprehensive design. The training itself stayed hosted with the groups that maintained it, so each owner kept control of their content, but employees now reached all of it from a single portal built around their experience.

Progress you can actually see. In one place, employees could see their completed, in-progress and required training, and seek out new training, which also made progress trackable for the first time.

From training to a career. The final portal went beyond hosting training. It let employees plan a career path at Fidelity, see the training relevant to that path and build a training plan for themselves, find resources, engage with the internal community and see open jobs.