Learning Partner

S&P Global•New York, NY

About The Position

S&P Global Ratings is seeking a Capability & Learning Partner to help colleagues build the capabilities, confidence and judgment needed as customer expectations, regulatory needs and AI reshape work. The role partners closely with the business to identify where capability building can make the greatest difference, shape practical solutions and use evidence to demonstrate progress. It operates globally across Analytical, Commercial and Operations populations in the Americas, EMEA and APAC, in a regulated environment where learning evidence must be credible and auditable. The role translates business priorities into a sequenced capability agenda and owns capability problems end-to-end. It combines learning, workflow, leadership routines, technology enablement and hiring as appropriate; uses AI-enabled approaches to bring development closer to work; and builds manager reinforcement and regional SME and facilitator capability. The partner also develops skills infrastructure, connects capability evidence to workforce decisions, and communicates progress and recommendations to executives. This is an individual-contributor role delivered through influence, vendors and global SME and facilitator communities.

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 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, including an executive register.
Strong knowledge of adult learning and capability building, with judgment to test requests against underlying business needs.
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.
Understanding of financial services and regulated learning environments, including evidence required to support regulatory obligations.
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, offer a clear point of view, listen carefully and align stakeholders around shared business outcomes.

Nice To Haves

Financial services, capital markets, credit or other regulated-industry experience, including exposure to mandatory or certification-based learning.
Experience with skills-based talent approaches, job-family architecture, workforce planning or internal mobility.
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.
Bachelor’s degree or equivalent practical experience.

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.
Use business insight and data to select responses across learning, workflow, leadership routines, technology enablement or hiring.
Translate transformation priorities into a sequenced capability agenda with clear trade-offs, guiding 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 managers can reinforce through team routines, systems and development conversations.
Scale delivery globally by building regional SME and facilitator capability and adapting solutions 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, improve them using feedback, adoption data and outcomes, and manage 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, while using completion and satisfaction data as supporting indicators except where completion is a regulatory requirement.
Own skills infrastructure, including skills tagging, proficiency mapping and alignment to the enterprise taxonomy and job-family work.
Connect capability evidence to workforce decisions such as mobility, bench strength and succession.
Use evidence to improve, redesign or conclude work when another approach would create more value.
Share concise, executive-ready readouts describing progress, learning and recommended next steps.
Advance Learn Forward and Ratings of the Future, including the skills and proficiency architecture underpinning the transformation.
Represent Ratings Learning in cross-divisional and enterprise forums and connect S&P Global’s purpose and values to practical capability solutions.