Sr. Manager, Learning & Leadership Development

About the role

The Senior Learning & Leadership Development Strategy Partner serves as a trusted advisor to leaders and HR partners, guiding the design, evolution, and execution of enterprise-wide learning and leadership initiatives. The role focuses on shaping strategy, setting direction, and ensuring coherence across the learning ecosystem.

Responsibilities

• Enterprise Learning & Leadership Strategy Partner with the Global Head of Learning & Leadership Development to co-create and evolve the enterprise learning and leadership development strategy, ensuring alignment with firm-wide priorities and business strategy.
• Translate enterprise and functional strategies into clear learning agendas that build future-ready capabilities across leadership and workforce segments.
• Anticipate emerging skill and leadership needs through skills-sensing, external benchmarking, and close partnership with the business.
• Serve as a trusted advisor to Business Leaders, HR Leaders, and HR Business Partners—consulting on capability gaps, leadership effectiveness, and learning priorities.
• Influence senior stakeholders through insight-driven recommendations, strong executive presence, and clear articulation of impact and trade-offs.
• Act as a bridge between enterprise strategy and execution, ensuring learning initiatives are relevant, prioritized, and outcomes-focused.
• Architect high-impact, scalable learning and leadership solutions that integrate formal learning, experience, exposure, and on-the-job application.
• Partner with internal teams and external vendors to design best-in-class, modern learning experiences aligned to Invesco’s leadership framework and culture.
• Provide strategic oversight of the enterprise learning portfolio, ensuring investments are aligned to business priorities and deliver measurable value.
• Guide prioritization decisions and trade-offs across initiatives in partnership with the broader Talent and HR leadership team.
• Partner with Learning & Leadership Development Implementation Leads to ensure strong execution, effective resource allocation, and disciplined delivery against defined outcomes.
• Define success measures and impact metrics tied to capability building, leadership effectiveness, and business outcomes.
• Use data, insights, and feedback to evaluate effectiveness, inform strategic decisions, and continuously refine learning approaches.
• Elevate the maturity of learning measurement and storytelling to strengthen credibility and influence with senior leaders.
• Bring an external lens on learning, leadership, talent, and financial services trends to inform strategy and innovation.
• Contribute to building a strong enterprise learning culture that reinforces performance, accountability, inclusion, and growth.
• Model enterprise mindset, collaboration, and strategic leadership within the Global Talent function and across HR.

Requirements

• 10+ years of progressive experience in learning, leadership development, talent management, organizational development, or related fields.
• Demonstrated experience shaping enterprise or global learning and leadership strategies in complex, matrixed organizations.
• Proven ability to operate credibly with senior leaders and influence without formal authority.
• Strong consulting mindset with the ability to synthesize strategy, data, and stakeholder input into clear, actionable recommendations.
• Experience designing learning solutions at scale and orchestrating across multiple stakeholders, vendors, and regions.
• Systems thinker with the ability to connect learning, leadership, culture, and performance.
• Strong executive presence, communication, and stakeholder management skills.
• Experience leveraging data, insights, and measurement to assess impact and guide decisions.
• Financial services or similarly regulated industry experience preferred.