Learning and Development Business Partner Director (Location Flexible)

RSM US LLP•Minneapolis, MN

1d•$147,000 - $260,700•Hybrid

About The Position

The Learning and Development Business Partner Director serves as a senior strategic learning and capability advisor to an assigned line of business and its leaders. The role translates business, workforce, and talent priorities into an integrated capability strategy that strengthens performance, builds professional readiness, and advances RSM’s First Choice Advisor strategy. As a member of the L&D leadership team, the Director helps shape the future of learning at RSM, including operating models, workforce capability strategies, service delivery, and technology adoption. The Director builds trusted relationships across the business, L&D, and Talent to mobilize expertise, scale effective solutions, and lead complex initiatives with meaningful business impact. The position leads strategic capability planning, organizational transformation, investment portfolios, cross-functional solution work, measurement and continuous improvement, enterprise L&D initiatives, and the development of an inclusive, high-performing team. The Director may serve as a performance advisor to Managers and/or Associate Directors based on business need and organizational design.

Requirements

Bachelor’s degree or equivalent relevant experience required.
Typically 12+ years of overall experience, with significant relevant experience in learning and development, capability building, performance consulting, organizational effectiveness, talent, or a related discipline.
Demonstrated success developing strategies that impact business performance and leading large-scale, complex, global, or enterprise-wide initiatives.
Experience influencing senior leaders, managing key internal client relationships, and navigating sensitive or high-impact business matters.
Experience leading professional teams and serving as a performance advisor to experienced people leaders.
Strategic and systems thinking, connecting business strategy, workforce needs, talent practices, and capability investments.
Executive-level consulting, influence, facilitation, and communication skills, including the ability to challenge assumptions and recommend trade-offs.
Deep knowledge of adult learning, performance consulting, capability development, instructional design, assessment, transfer of learning, and evaluation.
Ability to use qualitative and quantitative data to diagnose needs, establish measures, and communicate business impact.
Ability to lead through ambiguity, manage risk, resolve complex issues, and align stakeholders across organizational boundaries.
Financial and portfolio management experience, including budgeting, investment prioritization, resource decisions, and vendor oversight.
Working knowledge of learning technology, digital learning, performance support, knowledge enablement, and emerging approaches to capability development.
Proficiency with Microsoft PowerPoint, Word, Excel, SharePoint, and other tools used to analyze, communicate, and manage strategic work.

Nice To Haves

Advanced degree in learning, organizational development, business, talent management, or a related field.
Experience in professional services, public accounting, consulting, or another complex, regulated, or knowledge-intensive environment.
Knowledge of Assurance, Tax, Consulting, or Firm Client Service business models.
CPA or other relevant professional certification.

Responsibilities

Build trusted relationships with senior business and talent leaders and advise them on workforce capability, performance, and development priorities.
Translate firm, talent, and business strategies into multi-year capability roadmaps with priorities, outcomes, measures, and investment needs.
Apply performance consulting and systems thinking to distinguish capability needs from other performance barriers, such as process, role clarity, technology, capacity, or leadership.
Anticipate capability risks and opportunities and advise leaders on appropriate combinations of learning, experience, coaching, performance support, knowledge resources, and technology-enabled solutions.
Champion the firm’s learning and capability transformation strategy, driving adoption of new operating models, workflows, governance, and technologies.
Lead complex change efforts across service lines, Talent, Learning Operations, Talent Technology, and other shared services; identify transformation barriers and build stakeholder readiness.
Own the strategic portfolio of capability investments for the assigned business, ensuring investments are connected, scalable, and aligned with business and career priorities.
Establish governance and priorities for major initiatives, including sponsorship, measures, dependencies, decision rights, and escalation paths.
Oversee the business partner budget and recommend resource and investment trade-offs based on expected impact and enterprise priorities.
Define business problems, target audiences, desired performance, success measures, and constraints before solution design begins.
Mobilize and guide cross-functional teams across learning strategy, design, delivery, operations, technology, communications, change, and external partners.
Communicate strategy, progress, decisions, risks, and required actions clearly to stakeholders at all levels.
Define measures connecting capability investments to business, talent, learner, adoption, and performance outcomes.
Use data and stakeholder insights to evaluate impact and advise leaders on risks, trade-offs, improvements, and whether solutions should continue, expand, evolve, or retire.
Champion responsible experimentation and adoption of methods and technologies that improve access, speed, quality, personalization, and impact; scale leading practices across L&D and Talent.
Contribute to enterprise strategy, priorities, governance, and organizational performance as a member of the L&D leadership team.
Lead or sponsor enterprise initiatives requiring coordination across businesses, functions, or geographies.
Champion modernization through stronger capability consulting, integrated workflows, meaningful measurement, and effective use of technology.
Balance business and enterprise priorities, challenge siloed approaches, and facilitate timely decisions with senior stakeholders.
Model RSM’s 5 C behaviors: caring, collaborative, courageous, curious, and exemplary critical thinking.
Build and develop a high-performing, inclusive team of learning professionals focused on business outcomes.
Serve as a performance advisor to Managers and/or Associate Directors based on business need and organizational design.
Delegate meaningful work, provide timely feedback, address performance gaps, and support career development and succession.
Strengthen the team’s business acumen, consulting capability, learning expertise, change leadership, and data fluency while fostering collaboration, continuous learning, thoughtful challenge, and responsible innovation.