Learning & Development Capability Partner

ICF•Reston, VA

1d•Remote

About The Position

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.

Requirements

Bachelor’s degree in Learning and Development, Human Resources Management, Organizational Development, Education, Adult Learning, Instructional Design, Organizational Psychology, Workforce Development, Business Administration, Management, Management Consulting, Organizational Leadership, Project Management, or a related field.
8+ years of experience in learning and development, talent development, leadership development, organizational effectiveness, professional services consulting, workforce development, or a related discipline.

Nice To Haves

Experience designing, developing, and delivering learning solutions for professional or client-facing employee populations.
Experience managing learning programs or capability-building initiatives involving multiple stakeholders and subject matter experts.
Demonstrated experience translating business or workforce needs into practical learning and performance solutions.
Experience facilitating virtual and in-person learning experiences.
Experience supporting learning and capability development within a professional services, consulting, government contracting, or other client-focused organization.
Demonstrated knowledge of adult learning, instructional design, experiential learning, and performance consulting.
Experience partnering with business leaders, people managers, functional experts, and technical subject matter experts.
Experience developing experiential learning, practice opportunities, coaching approaches, and on-the-job reinforcement strategies.
Experience using modern learning platforms, skills technologies, collaboration tools, and AI-enabled learning solutions.
Ability to build trusted relationships and influence stakeholders without direct authority.

Responsibilities

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.
Lead or support learning and capability-building initiatives across the following areas: Business Development, Client Delivery, Consulting, Project Management, People Management, Industry and Domain Expertise, Professional Effectiveness, Collaboration.
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.
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.
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, delivery standards, and quality-assurance practices.
Define meaningful success measures for learning programs, skill labs, digital learning, and performance-support solutions.
Evaluate learning effectiveness using appropriate qualitative and quantitative measures.
Partner with the learning team and business stakeholders to determine how success will be measured before launching solutions.
Use data, employee feedback, and stakeholder insights to improve learning experiences.
Communicate learning outcomes and recommendations clearly to business and stakeholders.
Distinguish between learning activity measures and evidence of performance or business impact.
Connect capability-development efforts with broader workforce readiness and talent initiatives.
Ensure alignment with enterprise learning programs, leadership development, career development, employee experience, talent acquisition, performance management, and other priority People initiatives.
Partner across leadership, Human Resources consulting, Human Resources operations, talent acquisition, total rewards, and other relevant teams to create a cohesive employee experience.
Identify opportunities to reduce duplication, connect complementary programs, and create clearer learning pathways.
Support an integrated approach to skills, learning, careers, leadership, and workforce development.