Learning Partner

S&P Global•New York, NY

About The Position

S&P Global Ratings is seeking a Capability & Learning Partner to help its global Analytical, Commercial and Operations populations build the capabilities needed to respond to changing customer expectations, regulatory requirements and the growing role of AI. The role partners closely with business leaders to identify capability needs, shape practical solutions and use evidence to assess progress in a regulated environment where learning evidence must be clear, credible and auditable. It operates across the Americas, EMEA and APAC and is an individual-contributor position that delivers through influence, vendors, and global subject-matter-expert and facilitator communities. The Learning Partner diagnoses business needs and capability gaps using skills and proficiency data, workforce trends, customer feedback, regulatory findings and business priorities. The role develops sequenced capability agendas and selects responses across learning, workflow, leadership routines, technology enablement or hiring. It brings together internal expertise, enterprise content, communities, external partners and AI-enabled approaches to build practical, scalable solutions. It owns onboarding and early-tenure capability for assigned populations, supports manager reinforcement, develops regional delivery capability, and ensures regulated learning is accurate and supported by audit-ready evidence. The role defines success measures with sponsors, tracks adoption, behavior change, time to proficiency and business impact, and uses evidence to improve or conclude initiatives. It owns skills infrastructure such as skills tagging and proficiency mapping, connects capability evidence to workforce decisions, and provides concise executive-ready updates. The partner also advises the business on how AI is changing roles, where human judgment is important and how colleagues can adopt new ways of working responsibly.

Requirements

At least 8 years across some combination of capability building, learning and organizational development, management consulting, or a commercial or analytical business role, with real ownership of outcomes for senior audiences.
Evidence of diagnostic and consulting skill, including clarifying the real business need and shaping it into a more effective solution than originally requested.
Track record of delivering practical solutions early and improving them through feedback, adoption data and outcomes.
Experience working across multiple regions and time zones in a matrixed, global organization.
Excellent written and verbal communication in English, with an executive register.
Strong knowledge of adult learning and capability building, with judgment to test requests against the underlying business need.
Strong business acumen and understanding of analytical, commercial and operations roles and their day-to-day work.
Practical AI fluency, with experience using AI to improve how capability is built, delivered or measured.
Experience with skills frameworks, learning data and platform analytics, translating insights into clear actions and measurable outcomes.
Ability to diagnose underlying constraints and choose effective solutions based on impact, feasibility and speed to value.
Ability to influence views, processes and behaviors globally without formal authority.
Comfort with ambiguity and competing priorities, and ability to make clear, well-reasoned trade-offs.
Ability to engage senior leaders as a trusted capability partner, bring a clear point of view, listen carefully and align stakeholders around shared business outcomes.
Right to work indefinitely in the United States.
Bachelor’s degree or equivalent practical experience.

Nice To Haves

Financial services, capital markets, credit or other regulated-industry experience, including exposure to mandatory or certification-based learning.
Skills-based talent approaches, job-family architecture, workforce planning or internal mobility experience.
Experience designing simulation, practice or coaching solutions at scale.
Experience designing onboarding or early-tenure programs measured on time to proficiency.
Experience developing internal facilitators and expert communities across regions.
Experience using customer feedback as an input to capability design.
Understanding of financial services and regulated learning environments, including evidence required to support regulatory obligations.
Maintaining an external perspective on emerging capability, learning and AI-enabled practices and applying relevant insights.
Experience managing external vendors and partners while building internal SME and facilitator capability across regions.
Experience partnering across Compliance, IBCO, Criteria, People Partners, and Enterprise Talent and Skills teams.

Responsibilities

Partner with business leaders to understand priorities, customer expectations and regulatory obligations, and test requests against underlying business needs.
Continuously assess skills and proficiency data, workforce trends, customer feedback, regulatory findings and business priorities to identify capability gaps.
Determine the appropriate response across learning, workflow, leadership routines, technology enablement or hiring, and translate transformation priorities into a sequenced capability agenda with clear trade-offs.
Guide leaders toward practical solutions that balance impact, feasibility and speed to value.
Bring together internal experts, enterprise content, communities and external partners to create practical, scalable solutions.
Use AI-enabled approaches, including simulation, adaptive pathways, personalized coaching and in-workflow prompts, to build capability closer to the work.
Own onboarding and early-tenure capability for assigned populations, helping colleagues reach proficiency sooner.
Design solutions that managers can reinforce through team routines, systems and development conversations.
Scale delivery globally by building regional SME and facilitator capability and adapting for time zones, languages and regulatory requirements.
Partner with Compliance, Criteria, IBCO and functional SMEs to ensure regulated learning is accurate, appropriately targeted and supported by audit-ready evidence.
Deliver practical solutions early and improve them using feedback, adoption data and outcomes while managing vendors, scope and budgets.
Advise the business on how AI is changing roles, where human judgment matters most and how colleagues can adopt new ways of working responsibly.
Agree success measures with sponsors early and prioritize evidence of adoption, behavior change, time to proficiency and business impact, except where completion is a regulatory requirement.
Build and own skills infrastructure, including skills tagging, proficiency mapping and alignment to the enterprise taxonomy and job-family work.
Connect capability evidence to workforce decisions, including mobility, bench strength and succession.
Use evidence to improve, redesign or thoughtfully conclude work when another approach would create more value.
Share concise, executive-ready readouts on progress, learning and recommended next steps.
Advance Learn Forward and Ratings of the Future, including the skills and proficiency architecture underpinning the transformation.
Own a portfolio of capability problems end-to-end, each with a sponsor-agreed measure, and connect S&P Global’s purpose and values to practical capability solutions.
Represent Ratings Learning in cross-divisional and enterprise forums and deliver through influence, vendors, and global SME and facilitator communities.