Learning & Development Capability Partner

Learning & Development Capability Partner The Learning & Development Capability Partner is responsible for translating organizational priorities, workforce capability needs, and emerging skill requirements into practical, skill-driven learning and performance solutions. This role supports capability development across Business Development, Client Delivery, Consulting, Project Management, People Management, Industry and Domain Expertise, Professional Effectiveness, Collaboration. Partners with business leaders, subject matter experts, and stakeholders to identify capability gaps, define skill expectations, and design learning experiences that help employees perform effectively throughout the employee lifecycle. This individual will lead the design, development, delivery, and evaluation of learning solutions that are practical, scalable, and embedded in the flow of work. The role will also help connect learning programs, skills frameworks, technology platforms, and workforce priorities into a cohesive enterprise capability-development strategy. Key Responsibilities Business and Workforce Alignment Partner with the Director, Learning Strategy, business leaders, and subject matter experts to understand organizational priorities, workforce needs, and critical capability gaps. Translate business challenges and employee development needs into actionable learning and performance solutions. Ensure learning investments are aligned with business strategy, workforce readiness, employee development, and organizational performance. Consult with stakeholders to identify the appropriate solution, which may include formal learning, skill labs, tools, resources, coaching, peer learning, or on-the-job enablement. Balance enterprise-wide capability needs with the specific requirements of business areas, functions, roles, and employee populations. Respond to emerging and in-the-moment learning needs while maintaining alignment with the broader learning strategy. Enterprise Capability Development Lead or support learning and capability-building initiatives across the following areas: Business Development Develop capabilities related to opportunity identification, account growth, capture, proposals, client relationships, and effective seller-doer practices. Create practical learning experiences that help employees contribute appropriately to business development activities based on their roles and levels. Client Delivery Build capabilities that support consistent, high-quality delivery of client work. Develop learning solutions focused on understanding client needs, managing expectations, delivering value, addressing challenges, and strengthening client relationships. Reinforce behaviors that promote quality, accountability, responsiveness, and a client-centered mindset. Consulting Develop consulting capabilities such as problem solving, strategic thinking, active listening, asking impactful questions, engaging in difficult conversations, building trust, brining innovation & creativity, solution development, and achieving valuable outcomes. Design applied learning experiences that allow employees to practice consulting skills using realistic business and client scenarios. Support the development of trusted-advisor behaviors and consultative approaches across roles and career levels. Project Management Build foundational and advanced project management capabilities aligned with organizational and client-delivery needs. Develop learning in areas such as project planning, scope, schedule, budget, risk, quality, team coordination, stakeholder management, and project communication. Partner with project management subject matter experts to ensure learning reflects relevant methodologies, standards, and business practices. People Management Design learning that prepares managers to lead employees and teams effectively. Build capabilities in areas such as goal setting, coaching, feedback, performance conversations, employee development, delegation, team effectiveness, inclusion, and change leadership. Equip leaders and managers with tools and resources that reinforce learning through day-to-day practices. Industry and Domain Expertise Partner with business and technical subject matter experts to support the development and sharing of industry, market, technical, and domain knowledge. Create frameworks and learning approaches that help employees build relevant expertise over time. Enable subject matter experts to contribute to scalable learning through programs, communities of practice, mentoring/coaching, knowledge-sharing sessions, and curated resources. Connect domain-specific learning with consulting, client-delivery, and professional capability development. Professional Effectiveness Create learning experiences that help employees operate effectively in a dynamic professional environment. Address capabilities such as confidence, credibility, accountability, adaptability, decision-making, problem-solving, critical thinking, resilience, influenceand navigating ambiguity. Develop practical tools and resources that employees can apply directly within their daily work. Collaboration Build capabilities that help employees work effectively across teams, functions, disciplines, and organizational boundaries. Develop learning related to teamwork, trust, conflict navigation, knowledge sharing, stakeholder engagement, collaboration, and shared accountability. Support collaborative practices for virtual, hybrid, geographically dispersed, and cross-functional teams. Learning Design and Development Own the end-to-end design and development of learning experiences across an operating group. Conduct needs assessments and define learning objectives, target audiences, desired behaviors, and success measures. Select learning approaches that are appropriate for the audience, business need, and complexity of the capability. Design practical and experiential learning that may include: Workshops Skill labs Cohort-based programs Simulations Case studies Practice sessions Coaching Mentoring Peer learning Digital learning Performance-support tools On-the-job assignments Communities of practice Ensure learning is relevant, accessible, and directly connected to employees’ work. Incorporate realistic business, project, team, and client scenarios into learning experiences. Develop reinforcement strategies that support behavior change and sustained application after formal learning concludes. Curate and organize existing learning resources when developing new content is not necessary. AI-Enabled and Modern Learning Use modern learning approaches, including personalized learning pathways, adaptive learning, and learning embedded within the flow of work. Incorporate AI-enabled tools, guided practice, and responsible prompt development into learning experiences when appropriate. Explore opportunities to use technology to increase access, personalization, practice, feedback, and scalability. Help employees use AI and other emerging tools effectively and responsibly within relevant capability areas. Partner with appropriate stakeholders to ensure technology-enabled learning aligns with organizational standards and priorities. Delivery and Facilitation Facilitate high-impact virtual and in-person learning experiences for employees, people managers, and business stakeholders. Create psychologically safe and engaging learning environments that encourage participation, practice, reflection, and feedback. Adapt facilitation approaches for different audiences, career levels, formats, and business contexts. Enable leaders and managers to reinforce learning and support on-the-job application. Prepare subject matter experts and business leaders to serve effectively as facilitators, coaches, mentors, or learning contributors. Build co-facilitator capabilities to support consistent and scalable delivery. Establish facilitator guides, delive