Vice President, Learning & Development

Capstone•Washington, DC

20d

About The Position

Capstone is seeking a Vice President, Learning & Development to build and institutionalize a firmwide training and capability development function that scales with our growth. This role is accountable for creating structure, consistency, and accountability across training efforts, ensuring our professionals develop the skills and judgment required to deliver high quality outcomes for clients. This role is both strategic and hands on. The Vice President role reports to the Head of HR, and will partner closely with firm leadership, department heads, and HR to identify capability gaps, prioritize the most critical training investments, and translate those priorities into a clear, sequenced training plan. Success in this role requires comfort operating in ambiguity, the ability to drive alignment, and a strong bias toward execution.

Requirements

8-10 years of progressive experience in Learning and Development, including senior leadership experience.
Proven experience building structured, enterprise level training and capability development programs in professional services or consulting environments.
Demonstrated success designing role-based learning paths and promotion readiness programs.
Strong experience conducting capability assessments and executing against training roadmaps.
Advanced experience with Learning Management Systems, with Workday Learning strongly preferred.
Strong analytical, communication, and stakeholder management skills.
Bachelor's degree required; Master's degree in Organizational Development, Education, Human Resources, Business Administration, or related field strongly preferred
Willingness to travel up to 2-3% for program delivery and stakeholder engagement

Nice To Haves

Professional certifications in learning and development (e.g., CPLP, ATD) valued

Responsibilities

Training & Capability Development Strategy
Serve as the single owner of Capstone’s firmwide Training & Capability Development function, accountable for strategy, execution, and impact.
Build and maintain a sequenced, annual Training Plan aligned to firm OKRs, growth priorities, and execution risk.
Partner with Team Leads and department heads to identify the most critical capability gaps affecting client quality, execution consistency, and leadership effectiveness.
Align senior leadership on a focused set of firmwide and role-specific training priorities, avoiding dilution or over-programming.
Clearly communicate training priorities, requirements, and expectations to drive firmwide accountability and adoption.
Program Design and Delivery
Design and implement role-based learning paths and skills certifications by level and function, executed through Workday Learning.
Establish a structured Senior Associate Training Program focused on readiness for the next level, including clear promotion expectations and capability benchmarks.
Drive adoption and completion of required training paths across the firm.
Design blended learning experiences that combine instructor led training, virtual delivery, self-paced learning, and applied, on the job experiences.
Partner with internal subject matter experts to convert institutional knowledge into scalable, repeatable learning programs.
Internal & External training model
Lead a hybrid training model, using internal trainers for Capstone-specific standards, execution skills, and leadership expectations.
Select and vet external trainers selectively, where outside expertise materially raises the bar (eg, executive presence, senior-level leadership topics).
Ensure all external content is tightly integrated into Capstone’s expectations and not standalone or generic.
Curate and execute quarterly, small-format speaker sessions for management and MD-level employees, in partnership with senior leadership.
Infrastructure Building
Lead the efforts of ongoing optimization of Workday Learning as Capstone’s learning platform.
Establish governance, quality standards, and review cycles to ensure training remains effective and aligned with firm priorities.
Measurement and Impact
Define and track clear success metrics, including: Training completion and certification rates, readiness and proficiency benchmarks by role, manager effectiveness indicators, reduction in execution risk and manager-related attrition
Incorporate participant and manager feedback to continuously refine programs.
Regularly report progress and outcomes to senior leadership, explicitly linking training investment to execution quality and talent readiness.