A people-first approach to growth is key to Epsilon’s L&D, says Global Chief Talent Officer

With a legacy of innovation and growth, Epsilon has evolved into a people-centric powerhouse that prioritises continuous learning and employee development. As the company celebrates a decade in India this year, its Learning & Development (L&D) strategy has transformed from traditional classroom-based models to AI-powered, hyper-personalised learning experiences.

Laurie Fry, Global Chief Talent Officer, Epsilon shares insights into the company's L&D evolution, internal mobility, and the future of workplace learning.

From one-size-fits-all to personalised learning paths

Reflecting on the past, Laurie recounts how L&D was once measured by completion rates and satisfaction scores. Today, business results and employee career progression drive L&D success.

“We’ve moved from a one-size-fits-all approach to hyper-personalised learning. Employees have different needs—whether it’s a new hire learning office etiquette, a technical manager deepening expertise, or a senior leader seeking strategic development. We now design custom learning paths tailored to specific career personas.”

Epsilon’s approach ensures that learning is delivered at the right time, in the right format, and tailored to individual growth trajectories.

AI-Driven Learning: A game changer

Epsilon has embraced AI-powered learning to curate personalised, scalable, and impactful training experiences. The company’s parent firm, Publicis Groupe, has invested in Marcel, an advanced employee growth platform that integrates career development, performance tracking, mentorship, and learning resources.

With over 75,000 training courses from platforms like Udemy, LinkedIn Learning, and Pluralsight, AI algorithms curate bespoke training recommendations based on employee interests, past learning patterns, and career goals.

“Our AI-powered platform suggests training courses and mentorship opportunities. If an employee expresses interest in payroll, the system might suggest LinkedIn courses or connect them with an internal payroll expert,” explains Laurie.

Despite this automation, Epsilon’s L&D team remains critical in curating content, ensuring high-quality training materials aligned with business needs.

Overcoming burnout & bandwidth challenges

One of the biggest hurdles in implementing learning initiatives is employee burnout and bandwidth constraints.

“Employees are overwhelmed by the always-on work culture. Finding time for training can be difficult. We need leadership support to reinforce learning as a priority,” she notes.

To address this, Epsilon has embedded L&D into employee goals, shifting from tracking training hours to designing impactful learning journeys that benefit both individuals and teams.

Retaining talent through internal mobility

The organisation has redefined internal job mobility, ensuring employees have equal access to career advancement opportunities.

“We actively encourage internal career moves by posting jobs internally before external hiring. This ensures employees have a fair shot at career growth within the company,” Laurie shares.

To reinforce this, Epsilon tracks internal mobility as an HR success metric, achieving a benchmark of 20% internal career transitions.

The Role of L&D in Employee Retention

According to Laurie, learning and growth are one of the top three reasons employees choose to stay at Epsilon.

“Surveys show that career growth is a key driver of retention. Employees who have access to upskilling opportunities are more engaged, motivated, and likely to stay longer,” she explains.

Additionally, cohort-based learning fosters networking and knowledge-sharing, enhancing employees’ visibility within the organization and opening doors to new career paths.

Future-Focused L&D: AI, Technical Skills & Soft Skills

As AI reshapes industries, Epsilon is future-proofing its workforce through targeted learning programs.

“Our AI-driven learning tracks help employees move from novice to apprentice levels in niche technical fields. We also focus on soft skills, ensuring that leaders excel in communication, collaboration, and strategic thinking,” she notes.

To measure impact, Epsilon tracks metrics such as:

• Time to productivity for new hires.

• Speed of upskilling for new technologies.

• Business outcomes linked to AI-driven training.

Recognizing Talent Through L&D-Integrated Rewards

Epsilon has revamped its rewards framework to recognize high-potential employees through differentiated learning experiences.

“Training is one of the best ways to engage top talent. We now offer bespoke leadership development programs for high-potential employees, where they work on real-world business challenges and present solutions to senior leadership.”

This initiative has increased retention rates among high-potential employees while driving tangible business results.

Creating a Culture of Learning: Peer-Led & Experiential Training

Beyond structured training, Epsilon promotes a culture of learning through community-driven initiatives:

• Develop U – A quarterly global learning festival featuring workshops, leadership talks, and industry training.

• Hackathons – Innovation-driven events encouraging teamwork and problem-solving.

• Peer-Led Learning – Employees share expertise in areas like photography, storytelling, and leadership.

• Wellness Training – Integrated learning sessions covering stress management, mindfulness, and personal well-being.

“We even invited employees’ children to attend workshops curated for them under DevelopU Kids edition, reinforcing a family-friendly culture of learning,” Laurie shares.

Looking ahead, AI-driven, hyper-personalised, and business-aligned learning experiences will remain at the core of Epsilon’s L&D strategy, notes Laurie.

“We’re shifting from traditional training to a model where learning is embedded into everyday workflows, personalized at scale, and directly tied to business impact,” she concludes.