Learning Partner

S&P Global•New York, NY

3d•$104,435 - $180,000

About The Position

S&P Global Ratings is seeking a Capability & Learning Partner to help build the capabilities, confidence and judgment employees need as customer expectations, regulatory needs, and AI change how work gets done. The role partners closely with the business to identify where capability can make the greatest difference, shape practical solutions, and use evidence to demonstrate progress. It supports global Analytical, Commercial and Operations populations across the Americas, EMEA and APAC, in a regulated environment where learning evidence must be credible and auditable. The position translates business priorities and capability needs into solutions spanning learning, workflow, leadership routines, technology enablement or hiring. It brings together internal experts, enterprise content, communities and external partners, and uses AI-enabled approaches such as simulation, adaptive pathways, personalized coaching and in-workflow prompts. The role owns onboarding and early-tenure capability for assigned populations, builds regional SME and facilitator capability, and works with Compliance, Criteria, IBCO and functional SMEs to ensure regulated learning is accurate and supported by audit-ready evidence. The Capability & Learning Partner owns a portfolio of capability problems end-to-end, agreeing measures with sponsors and using evidence such as adoption, behavior change, time to proficiency and business impact to improve or conclude work. It also owns skills infrastructure, including skills tagging, proficiency mapping and alignment to enterprise taxonomies and job-family work, and connects capability evidence to workforce decisions such as mobility, bench strength and succession. This is an individual-contributor role that delivers 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.
Demonstrated diagnostic and consulting skills, including clarifying the underlying business need and shaping a more effective solution than initially requested.
Track record of delivering practical solutions early and improving them based on 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 business needs.
Strong business acumen and understanding of analytical, commercial and operations roles and their day-to-day work.
Practical AI fluency and 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 constraints and select 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, articulate a point of view, listen carefully and align stakeholders around business outcomes.
The role is limited to people with indefinite right to work in the United States.

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 the underlying business need.
Use skills and proficiency data, workforce trends, customer feedback, regulatory findings and business priorities to identify capability needs and gaps.
Determine the appropriate response across learning, workflow, leadership routines, technology enablement or hiring.
Translate transformation priorities into a sequenced capability agenda with clear trade-offs and guide leaders toward practical solutions balancing 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 developing 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 solutions early and improve them through 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 responsibly adopt new ways of working.
Agree success measures with sponsors and use evidence of adoption, behavior change, time to proficiency and business impact to assess progress.
Build and own skills infrastructure, including skills tagging, proficiency mapping and alignment to enterprise taxonomy and job-family work.
Connect capability evidence to workforce decisions, including mobility, bench strength and succession.
Use evidence to improve, redesign or conclude work when another approach would create more value.
Share concise, executive-ready updates on 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.