Senior Learning Strategy Partner

WORKERS FEDERAL CREDIT UNION•Littleton, MA

5d•$94,822 - $118,528•Hybrid

About The Position

This position is responsible for leading enterprise learning intake, managing the Talent Development operating model, integrating the learning portfolio, and driving measurement aligned to business outcomes. The role focuses on conducting needs assessments, developing stakeholder-aligned recommendations, and ensuring learning initiatives are prioritized, sequenced, and measurable across the organization. The Sr. Learning Strategy Partner operates as a consultative partner to business leaders and Talent Development team members, translating capability needs into structured, high-impact actions. This role serves as the operational decision-maker for intake, prioritization, and portfolio alignment, operating with a high degree of autonomy within established strategic guardrails. This individual is expected to model ownership, pace, and disciplined execution, elevating how work is prioritized, integrated, and delivered across the team.

Requirements

Bachelor’s degree, or equivalent experience demonstrating foundational knowledge in the field
5–8+ years of experience in Talent Development, Learning Strategy, Organizational Development, or related field
Strong experience conducting needs assessments and translating findings into business-aligned recommendations
Experienced in organizational wide measurement and evaluation
Experience managing multiple initiatives or programs within cross-functional environments
Experience working in matrixed organizations and influencing without authority
Demonstrated experience managing complex, cross-functional initiatives required
Proficiency in conducting needs assessments and translating findings into prioritized, actionable recommendations
Strong consultative partnership skills with the ability to influence stakeholders and align competing priorities
Ability to make sound decisions independently in complex, multi-stakeholder environments
Demonstrated ability to manage multiple initiatives and bring structure to ambiguous work
Ability to analyze data and translate insights into clear, executive-level recommendations
Proficiency in writing measurable learning objectives and defining evaluation metrics
Strong organizational and problem-solving skills
Ability to build relationships across functions and operate effectively in a matrixed environment
Knowledge of learning and development principles and best practices, including needs assessment and program evaluation
Demonstrated initiative, curiosity, and drive to continuously improve systems, processes, and outcomes
AI literacy and willingness to leverage AI tools for analytics, benchmarking, and portfolio insights
Strong performance consulting capability, including root-cause analysis and solution scoping
Experience supporting change management and adoption of enterprise initiatives
Familiarity with learning technologies, LMS platforms, and analytics tools

Nice To Haves

Master’s degree preferred, or equivalent experience demonstrating advanced critical thinking and decision-making in complex environments
APTD/CPTD (Associate/Certified Professional in Talent Development) or equivalent strongly preferred.
Experience operating in a product, portfolio, or intake-based model preferred
Financial services or regulated industry experience preferred

Responsibilities

Lead the intake process for Talent Development, ensuring consistent evaluation, alignment, and prioritization of requests across the enterprise
Conduct needs assessments to diagnose capability gaps and identify learning priorities aligned to business outcomes
Diagnose root causes of performance gaps, including distinguishing between learning and non-learning needs
Translate needs assessment insights into clear recommendations, including solution approach, ownership (Lead / Enable / Support), and prioritization
Own and make independent decisions on prioritization, sequencing, and alignment of Talent Development initiatives, balancing business needs, capacity, and strategic impact
Recommend a range of solutions (learning, process, tools, leadership actions) aligned to business outcomes
Manage the enterprise Talent Development portfolio, ensuring coordination, sequencing, and integration of programs across onboarding, leadership development, functional training, and knowledge management
Apply program and project management disciplines to oversee multiple concurrent initiatives, managing timelines, dependencies, and risks
Bring structure and discipline to complex, multi-stakeholder initiatives, ensuring clarity on ownership, expectations, and outcomes
Partner with Business Partners, leaders, and stakeholders to align learning strategies with business goals while maintaining enterprise prioritization discipline
Partner with the Performance Excellence function for any learning initiatives tied to enterprise projects or processes.
Serve as a consultative advisor, influencing stakeholders on appropriate solutions, scope, and tradeoffs
Navigate competing priorities while maintaining focus on enterprise impact
Translate insights and program outcomes into clear, executive-level recommendations
Influence decision-making through data, analysis, and structured tradeoff discussions
Establish and maintain measurement frameworks that evaluate capability growth, behavior change, and business outcomes
Write clear, measurable learning objectives aligned to program and business goals
Define success metrics and data collection strategies in partnership with business leaders
Analyze learning and business data to assess program effectiveness and identify trends and insights
Track and report on portfolio performance, including dashboards that provide visibility into learning effectiveness and business impact
Ensure alignment with Talent Development standards, ADDIE methodology, and governance practices
Drive continuous improvement by identifying opportunities to enhance processes, prioritization, and program effectiveness
Support adoption of consistent practices across the team to improve execution and outcomes
Support change management and adoption of learning and capability initiatives, ensuring sustained behavior change
Demonstrate a high degree of ownership and initiative, proactively identifying priorities, risks, and opportunities
Model accountability, pace, and follow-through, elevating execution standards across the team
Operate independently and make sound decisions in ambiguous or evolving environments
Adhere to all WCU policies and procedures, which include security compliance and following guidelines intended to limit risk exposure to fraud and losses.
Participates in department and/or organizational projects as directed.
Performs other tasks or functions as required, requested, necessary or prudent from time to time.
Maintains confidentiality of all member and credit union information and data.
Regularly demonstrate behaviors as defined by the credit union's core values: Choose Purpose Over Ego, Be Direct With Respect, Dare to Grow, Do the Right Thing Always, and Win Together.