Sr. Learning Consultant

The Hartford•Wayne, PA

3d•$100,000 - $140,000

About The Position

The Senior Learning Consultant at Hartford Funds serves as a strategic partner and enterprise program leader responsible for designing, leading, and evolving learning solutions that build critical capabilities, accelerate performance, and support organizational priorities. This role operates at a consultative level, partnering closely with HR leaders, business executives, and subject matter experts to translate business strategy into scalable, innovative learning programs. The Senior Learning Consultant leads complex, enterprise‑wide learning initiatives across leadership development, professional skills, onboarding, and emerging capability areas such as AI, digital fluency, and future‑ready skills. This role brings strong learning expertise, program leadership, analytical rigor, and a continuous‑innovation mindset to elevate the overall learning ecosystem.

Requirements

Bachelor’s degree in business, Human Resources, Organizational Development, Education, Psychology, or a related field, or equivalent professional experience.
7+ years’ experience in learning & development, talent development, organizational development, or related HR roles.
Demonstrated success leading enterprise‑wide learning programs or complex, multi‑stakeholder initiatives.
Strong consultative skills with the ability to assess needs, influence stakeholders, and design effective solutions.
Advanced project and program management capability with experience managing multiple priorities and workstreams.
Exceptional written and verbal communication skills, including executive‑level storytelling and facilitation.
High level of comfort with learning technologies, digital platforms, data, and AI‑enabled tools (e.g., Microsoft 365, Workday Learning, Copilot, or similar).

Nice To Haves

Experience leading leadership development or large‑scale capability‑building initiatives.
Demonstrated experience driving innovation in learning, including digital transformation or AI‑enabled learning solutions.
Demonstrates strong problem‑solving and critical thinking skills to analyze complex issues and develop effective, practical solutions.
Strong business acumen with the ability to connect learning strategies to organizational performance and outcomes.
Experience influencing senior leaders and navigating complex organizational dynamics.
Background in change management, organizational effectiveness, or workforce transformation.

Responsibilities

Lead the design, execution, and continuous evolution of enterprise‑level learning programs, including leadership development, cohort‑based programs, learning journeys, and multi‑modal learning experiences.
Serve as a strategic advisor to HR and business leaders, consulting on capability gaps, performance challenges, and learning priorities aligned to business outcomes.
Translate organizational strategy and talent priorities into integrated learning solutions that scale across functions and employee populations.
Establish clear success measures for learning initiatives, linking learning outcomes to business impact, performance, and engagement.
Design modern, learner‑centered experiences using adult learning principles, design thinking, and experience‑led learning approaches.
Drive innovation across the learning portfolio by incorporating AI‑enabled learning tools, digital platforms, experiential learning, peer learning, and just‑in‑time resources.
Pilot and scale new learning approaches, tools, and technologies to continuously enhance effectiveness and learner experience.
Curate and create high‑quality learning content, toolkits, facilitator guides, and leader resources with enterprise consistency and clarity.
Partner with senior leaders, HR Business Partners, and subject matter experts to diagnose needs, shape learning strategies, and influence solutions.
Facilitate alignment across stakeholders with differing priorities, leading through influence rather than authority.
Provide coaching and guidance to internal facilitators, presenters, and learning partners to ensure quality and consistency.
Define and track learning success metrics, including participation, experience, capability growth, and business impact.
Leverage qualitative and quantitative data to generate insights, inform decisions, and continuously improve programs.
Translate learning data into clear, executive-ready narratives that demonstrate value and inform future investment.
Experience working with engagement survey design, analysis, action planning and follow up processes
Lead end‑to-end program management for complex learning initiatives, including planning, timelines, resources, communications, and evaluation.
Establish repeatable processes, playbooks, and governance models that bring structure and consistency to enterprise learning delivery.
Ensure learning initiatives align with enterprise standards, technology platforms, and compliance requirements.