BO CHENG
PROJECTS
miscellaneous
RESUME
LEARNING HUB
PROJECT GOAL
Empowering JPMorgan Chase employees with tailored career paths in a reimagined learning ecosystem.
CONEXT
Learning Hub redefines the career development ecosystem at JPMC by offering employees structured training, personalized development paths, and seamless access to key resources. It aims to empower employees to navigate the company’s resources easily.
I was tasked with designing the end-to-end experience that helps JPMC employees navigate internal resources more effectively, ensuring they can access the right resources for their professional growth.
PROJECT DETAILS
Platform :Web App (Internal Tool)
Timeline: 3 month, Fall 2024
Design Focus :UIUX & Interaction Design
Design Focus :Saas/ learning experience platform
Tools: Figma, adobe creative suite, after effect
AT A GLANCE
THE DESIGN CHALLENGE
How might we help JPMC employees navigate career development within the company?
JPMC’s traditional employee development methods limit career growth, risking engagement and retention.
THE ACTUAL PROBLEM
Structural & Experimental Challenges
Fragmented career growth resources & lack of direct career impact
JPMorgan Chase employees face a paradox: an abundance of career development resources, yet difficulty navigating them effectively.
THE SOLUTION
Bridging Centralization with Personalization
Reshape Ecosystem
The solution is continuously refined through feedback, backed by research, and shaped by insights from 25+ user interviews.
Success metrics
These metrics were informed by research findings and user pain points, and would guide future iteration and success tracking if the product were implemented.
Metric
🎛 Career Path Clarity Rating
🎉 Event Sign-ups
Goal
4.0+/5 in post-use survey
100+ active mentor-mentee pairings in 6 months
Why it matters
Measures if users feel more confident about their growth path
Tracks success of cross-level knowledge sharing
Since this project was not deployed, the above metrics represent intended goals for measuring impact post-launch
THE SOLUTION PREVIEW
Learning hub
A new career growth ecosystem that bridging centralization with personalization where employee could grow by their pace
FEATURE 01
Customize own learning journey
The onboarding feature personalizes learning, helping employees find relevant resources, set goals, and access tailored training for a seamless start.
FEATURE 02
Actionable insights at a glance
The dashboard offers a centralized experience where employees can track progress, tailor personalized learning paths, and discover relevant resources.
FEATURE 03
Turn growth to real career impact
Career board provides employees with a centralized hub to explore internal job opportunities tailored to their skills and career goals.
FEATURE 04
Learn, Connect Grow
The dashboard offers a centralized experience where employees can track progress, tailor personalized learning paths, and discover relevant resources.
UNPACKING THE JOURNEY
Timeline [3 months]
Design JOURNEY
Stakeholder alignment
1.1
Stakeholder alignment
1
Month 1
Month 2
Month 3
research & insights
2
Strategy & Concept Development
3
Ideation & Wire-framing
4
Prototyping & High-Fidelity Design
5
tESTING & iTERATION
6
OPTIMIZATION
7
DESIGN PROCESS
SECONDARY RESEARCH
Business Resource Groups
Women on the Move
Employee Programs
Advancing Black Leaders
Ignite Communities
Skill or domain focus communities
Tech Centers
In Manhattan, New Jersey, etc.
JobExplore
Used to find and apply to internal job postings
ExploreCareers App
Used to get general info, e.g. typical career paths
ServiceNow
(career advice part)
provides general advice on careers (e.g. interview tips, etc.)
Key Products/ Systems
Networking & Learning
RESEARCH ON COMPANY
Navigating JPMorgan Chase’s Ecosystem: A Challenge of Accessibility
Through our research on JPMorgan Chase, we found that employees have access to a vast range of resources, including networking programs, industry events, online courses, and internal knowledge bases (wiki libraries). However, navigating this extensive ecosystem efficiently and finding the most relevant resources quickly remains a significant challenge for individuals.
MARKET RESEARCH
The Rising Demand for Reskilling and Accessible Learning Solutions
On a broader market scale, 50% of employees will require reskilling by 2025 due to rapid technological advancements (World Economic Forum). Meanwhile, platforms like Coursera and Udemy have seen online courses and skill acquisition emerge as the most popular career development methods, highlighting the increasing demand for structured and accessible learning solutions.
PRIMARY RESEARCH
15/22 interviewees highlight
68%
Guidance
the value of mentorship and access to senior expertise in their development
12/22 of interviewees value
54.5%
Learning Balance
the balance between learning and practical hands-on experience
9/22 of interviewees emphasize
40.9%
Assessments
importance of formal assessments and performance reviews
22 interview samples
varied backgrounds:
1 - 18 years of experience, across
tech, law, finance, design
From Insight to Direction
Employees value a holistic approach to career development that is tailored to individual needs, learning opportunities, encompassing accessible mentorship, and feedback.
How might we help them to achieve that?
SYNTHESIS
PAINPOINT 01
Resource Overload & Navigation Challenges
The process of sourcing career resources is often time-consuming and excessive, which can make the first steps toward career growth feel daunting.
PAINPOINT 02
Limited Career Progression Visibility
A lack of transparent career progression pathways often leaves employees disengaged and unsure of their long-term development opportunities.
PAINPOINT 03
Misaligned Growth Paths
Lack of tailored career guidance makes it hard for employees to see a path that fits their unique strengths and goals.
DESIGN OPPORTUNITY 01
Centralization
Reduces cognitive load by organizing career content into a guided, intuitive flow.
DESIGN OPPORTUNITY 02
Visualization
Clarifies next steps through visual progression, reducing uncertainty and boosting engagement.
DESIGN OPPORTUNITY 03
Personalization
Delivers targeted guidance based on user input, reducing guesswork and increasing motivation.
IDEATION
AHA MOMENT
Events
Skill
Learning
Structured learning paths
Real-world exposure
Job listing
Courses
Practical application
Mapping Career Growth Through Skill-Centric Resource Integration
A skill-focused learning platform that recommends events and job listings based on users’ skills and career goals, helping them grow by learning the right skills.
SYSTEM THINKING
User
Work Exp
2-3 years
Skill Interest
leadership
Career Goal
pivot to pm in fintech
Learning Preference
courses, mentor feedback, 45+MIN/DAILY
Input
Collected directly from the user via onboarding, form, profile, or interactions
Algorithm
Skill Gap Analysis
product strategy, design-thinking
Process
How the system interprets and analyzes the input to generate useful insights, continuing gathering insights
Personalized Recommendations
Courses to Learn
Events to Attend
PMC internal PM Shadowing Program
Output
What information the user receives to help grow their career
DESIGN PRINCIPLE
Integrated, Not Isolated
We connected learning resources, events, job listings, and mentorship into a cohesive ecosystem — so users don’t need to jump between disconnected systems to grow.
Guided, Not Overwhelming
Career development can feel ambiguous — our experience introduces clarity through structured onboarding, simplified layouts, and modular entry points.
Scalable, Not One-Off
Every component was designed with reusability in mind — cards, filters, and layouts adapt across courses, roles, and events to support both current and future needs.
Personalized, Not Generic
Learning and growth should feel tailored. Every user sees content, events, and opportunities that reflect their unique career goals and skill level.
Leanring hub
Visual Branding
Helvetica Neue
PROTOTPYING & ITERATION
Version 01
After testing our V1 prototype with 5 internal employees, we identified key usability issues, including unclear navigation, lack of entry-point guidance, and too much information up front. We prioritized simplicity, guided onboarding, and personalized content in V2 to address these challenges.
GOALS
• Translate system into screens
• Validate information architecture
• Identify usability friction
Friction discovered in V1
Design responses and next-step iterations
Version 02
Version 2 builds on that foundation — with simplified layouts, increased visual hierarchy, and tailored interactions that guide users through their learning and growth paths. The result is a more focused, modular, and human-centered platform designed to support users from goal-setting to internal mobility.
GOALS
• Refine visual hierarchy
• Improve personalization flow
• Add interactivity + polish
The final intended outcome and user value created
FEATURE 01: ONBOARDING
Before
Friction: Missing Feedback Loop
Absence of a transitional analyzing step after onboarding creates a disconnected experience that reduces the perceived value of their input.
Iteration: Refine variants & animation
Introduced a loading screen and step-by-step onboarding flow to set expectations and ease users into the platform. Motion and UI states were fine-tuned for clarity and continuity.
After
Outcome: Enables a Smooth Goal-Oriented Start
Clear & guided onboarding steps + connected experience
Version 2 included a polished loading screen, smoother transitions, and refined UI variants for each step. The onboarding now delivers a clearer, more intentional experience that sets the tone for tailored learning and career growth.
Before
Friction — Overloaded and Visually Dense
The previous dashboard presented cluttered information with low hierarchy, which is hard for users to identify where to take action.
Iteration — Increased White Space and Content Clarity
We restructured the layout to reduce cognitive load, grouped related content visually, and elevated key actions to support user focus and task completion.
After
Clear info hierarchy + actionable overview
Final Outcome — Personalized, Actionable Overview
The redesigned dashboard delivers tailored insights at a glance — from progress tracking to learning recommendations. A subtle animation now suggests learning sessions that fit into the user’s calendar, helping them integrate growth into their real schedule with less friction.
FEATURE 03: CAREER BOARD
Before
Friction — Low Insight Density
The original layout lacked actionable insights and dynamic filtering, making it difficult for users to quickly find career listings aligned with their growth goals or skill profile.
Iteration — Built Modular Components and Filtering Logic
We restructured job cards using reusable components and introduced multi-tag filters (job type, location, level, pay) to support quicker, more relevant discovery.
After
Color-coded job matches + streamlined filtering
Final Outcome — Clearer Matching Through Visual Cues
Version 2 introduces color-coded match indicators, allowing users to visually scan and identify best-fit roles based on their profile. Combined with simplified filtering and hierarchy, the new layout turns passive job browsing into an active, personalized search experience.
FEATURE 04: EVENTS
Before
Friction — Flat Layout & No Personal Relevance
Early versions lacked interactivity and surfaced events without hierarchy or recommendation, making the experience feel passive and impersonal.
Iteration — Introduced Carousel, Filters & Relevance Tagging
We added interactive filters (date, location, format) and designed a carousel to highlight featured events. Tags and layout updates help guide attention and improve discoverability.
After
Visually engaging carousels + smart filtering
Final Outcome — Personalized Discovery Through Motion & Curation
a more dynamic event experience. Users now browse by relevance, format, or timing—and discover curated events aligned with their interests and career focus.
FEATURE 05: COURSES
Before
Friction — Low Visibility into Learning Progress & Value
The original course section offered little beyond a list of recommended content. Users lacked motivation and context, with no sense of learning progress, achievements, or connection to their career goals.
Iteration — Modularized Layout with Insights + Tags
We redesigned the screen to surface personalized course tracking, relevant tags, and skill-based suggestions. We also introduced filters and layout consistency for easier scanning and navigation.
After
Clear course tracking + contextual achievements
Final Outcome — Progress Visibility + Personalized Learning Insights
a more motivating and focused learning experience. Users can now monitor their own pace, see skill gains, and access course content aligned with both their interests and goals.
My Reflection & Takeaways
This project deepened my understanding of designing for complex, internal enterprise systems. From navigating career ambiguity to enabling personal growth at scale, it challenged me to think both structurally and empathetically.
Designing for Inclusion Across Career Stages
While focused on mid-level growth, I realized the platform could empower senior employees too. A future direction could include a wiki-based knowledge space or mentorship network, enabling senior talent to contribute and stay engaged.
Human-Centered Design Starts With Listening
Interviews and journey mapping uncovered real friction—like how fragmented resources created uncertainty. This reinforced how user insight must lead the design, especially when emotional and professional growth are at stake.
Balancing Structure and Flexibility
Career development is personal—but within an organizational structure. I learned to design guided paths that still allow autonomy, helping users feel both supported and in control.
If I Had More Time…
I’d conduct broader testing across senior roles and newer hires. I’d also explore AI-driven features like internal role matching, skill progression nudges, and manager feedback loops to elevate the platform’s long-term impact.