Learning & Development Lead

About the role

The Learning & Development Lead partners with business leaders and stakeholders to identify capability and performance needs and develop learning strategies that build employee skill & capability and support business outcomes. The L&D Lead serves as a learning and performance consultant for assigned functions and leads learning initiatives from needs analysis and solution strategy through implementation, evaluation, and continuous improvement.

Responsibilities

• Performance & Capability Consulting: Partner with business leaders, People Business Partners, and other stakeholders to understand business priorities, performance challenges, and current and future capability needs; conduct needs and performance analyses to identify capability gaps, determine root causes, and clarify desired performance outcomes; determine when learning is an appropriate intervention and identify opportunities where non-learning solutions may better address performance needs; serve as a trusted learning and performance consultant to assigned functions, providing recommendations and guidance based on business needs, learner needs, and L&D best practices; proactively identify emerging capability needs and opportunities to support business performance through employee development; translate identified performance and capability needs into learning strategies and solutions aligned with business objectives; define target audiences, desired behaviors, learning objectives, application expectations, and measures of success for learning initiatives; determine appropriate learning approaches and modalities based on the performance need, learner population, business environment, available resources, and desired outcomes; recommend appropriate build, buy, or partner approaches and evaluate internal and external learning solutions when applicable; partner with Learning Experience Design, Learning Operations, subject matter experts, facilitators, and external partners to translate learning strategies into effective learning experiences; ensure learning solutions support practical application and transfer of learning to the workplace.
• Learning Program Leadership: Lead assigned learning initiatives from discovery and needs analysis through solution development, implementation, evaluation, and continuous improvement; establish program scope, objectives, success measures, project plans, milestones, stakeholder responsibilities, and implementation requirements; coordinate cross-functional project teams, including Learning & Development team members, subject matter experts, business stakeholders, facilitators, and external partners; manage multiple learning initiatives simultaneously, proactively identifying and addressing risks, dependencies, resource needs, and barriers to successful implementation; maintain stakeholder alignment throughout the lifecycle of learning initiatives and communicate progress, decisions, risks, and outcomes to appropriate audiences; ensure learning initiatives are implemented effectively and consistently across applicable functions, locations, and learner populations; support the ongoing sustainability of learning programs by establishing appropriate reinforcement, manager support, follow-up, and continuous improvement strategies.
• Business Partnership & Collaboration: Develop strong working relationships with leaders and stakeholders within assigned business areas to understand their strategy, workforce, priorities, and evolving capability needs; collaborate with People Business Partners and other People Team functions to align learning initiatives with broader talent, organizational, and business priorities; partner with subject matter experts to capture organizational knowledge and translate expertise into scalable learning and performance solutions; advise stakeholders on effective approaches to employee development and help set realistic expectations regarding what learning can and cannot