REMS L&D Partner

JLL•Chicago, IL

1d•$125,000 - $140,000•Onsite

About The Position

AI is transforming how work gets done across REMS' key client accounts, and REMS is investing in a dedicated leader to turn that shift into practical, measurable upskilling and reskilling for the people who deliver on those accounts. Empowering the on-account L&D team – currently covering c.7,200 learners across key accounts including Google, Amazon, Cisco, HSBC and Rolls-Royce – as well as the smaller business lines that today have no dedicated L&D partner, such as Portfolio Services and Sourcing & Procurement. Working closely with the REMS Senior Learning Partner, People Partners (PPs) / PXPs and T&D Product Leads, you will translate business priorities and AI-driven change into practical, measurable capability building for account teams, bringing the accounts world closer to the platform and standardising L&D across accounts of every size.

Requirements

Business Acumen: understands how each key account and business line makes money, measures success, and is affected by AI and market change; translates that understanding into learning priorities and a business case account leaders recognise as their own.
Stakeholder Management & Influencing: skilled at building trust quickly across a wide range of accounts and account leaders; listens and communicates effectively; manages expectations proactively; provides regular, transparent updates on progress, challenges and support needed; able to influence account leadership to adopt a single, standardised model.
Collaboration: works closely with peers across the platform and PM/WPM to avoid duplication, share best practice and ensure a consistent learner experience.
Needs Analysis & Scoping: strong consulting skills to diagnose the real skills gap behind a stated request from an account, and to focus effort on the work that will actually move the needle.
Strategic Thinking: able to vet requests and design solutions with a broad, cross-account mindset; able to influence and, where necessary, pause work that doesn't drive aligned outcomes.
Data-Driven Storytelling: leverages data and completion metrics to articulate the business impact of on-account skills work, for both individual accounts and the programme as a whole.
Design & Delivery: designs engaging, practical learning experiences and can facilitate them directly where needed; comfortable moving between strategic design and hands-on delivery.
Agility & Comfort with Change: thrives working at pace in an ambiguous, fast-evolving environment; adapts approach as AI capability and account priorities shift, without losing sight of outcomes.
Project & Programme Management: activates the on-account skills agenda against agreed timelines to deliver outcomes and a strong learner experience; experience with Asana or a similar project management tool preferred.
Management: leads a highly-engaged and high-performing on-account team to deliver transformation priorities.
Key Technical Skills: strong PowerPoint and SharePoint skills.
Candidates must be authorized to work in the United States without sponsorship.

Nice To Haves

If you've already made AI-enabled tools part of how you design and deliver learning, you'll fit right in here, we see AI as an amplifier for what you bring, not a replacement for it.
You'll bring agility and resilience, comfort moving with change rather than waiting for it to settle.
You're AI- and digital-literate, and you've already put AI-enabled tools to work in how you design and deliver learning.
You think critically and analytically, and you know how to turn that thinking into a case others can act on.
You collaborate naturally, influence without needing formal authority, consult rather than dictate, and you know how to drive change through people, not just process.

Responsibilities

Deliver the Account Management & SD Sales Program: deliver the programme consistently across Google, Amazon, Cisco, HSBC, Rolls-Royce and the smaller accounts, to one rollout, one standard and one set of completion data, with succession visibility across all accounts.
Understand and anchor to account priorities: build a working knowledge of each account's goals, pressures and definition of success, and use that understanding to make learning relevant – framing every intervention in the language of the business problem it solves, not just the skill it teaches.
Support the learning element of skills transformation on account: support the learning element of skills transformation work across all roles impacted on account as work and jobs evolve with the introduction of AI; help individuals reskill to perform the right work, and join the dots for the business.
Roll out AI adoption pathways: roll out AI adoption pathways consistently across every account, so AI adoption is tracked and measured across all accounts.
Set a single on-account skills framework: set a single on-account skills framework and shared content library, replacing account-by-account builds, eliminating duplicated account content and ensuring smaller accounts get key-account-quality learning.
Identify and standardise leader upskilling: identify learning needs for leaders across all accounts and drive standardised learning to ensure upskilling, so accounts contribute measurably to participation targets for programmes such as Connect & Lead.
Embed culture and client focus: embed client-focus and culture outcomes into account onboarding and manager development, ensuring consistent, client-centric behaviours on every account regardless of size.
Own the L&D playbook for new accounts: own the L&D playbook for onboarding new accounts and transitions, so every new account lands with the same L&D model from day one.
Align account L&D with the central platform: align account L&D ways of working with the central platform and take on-line management of account leads, establishing one operating model across platform and accounts.
Extend coverage to smaller business lines: pick up smaller business areas such as Portfolio Services, and make suggestions for other large accounts that could benefit from the same model.
Drive REMS L&D communities of practice: act as the primary point of contact for those interested in L&D as a potential career opportunity, and drive REMS' communities of practice, bringing the accounts world closer to the platform.
Leverage data to tell effective stories: prepare regular updates for stakeholders with a strong narrative around the business impact of on-account L&D initiatives, using data to support the story.
Collaborate across the platform: work closely with the REMS L&D Partner – PM & WPM and the wider REMS L&D team to spread skill-building across the organisation, raising capability everywhere rather than only on account, and ensuring a seamless experience for learners moving between account and platform.
Lead a highly-engaged, high-performing team: lead the on-account L&D team to ensure priorities are effectively delivered in a way that scales solutions, leverages core products and builds internal capability.