Learning Partner

• Partners with business leaders to understand priorities, customer expectations and regulatory obligations, testing requests against the underlying business need.

• Reads signals continuously rather than annually, drawing on skills and proficiency data, workforce trends, customer feedback, regulatory findings and business priorities.

• Uses business insight and data to identify capability gaps and determine the right response across learning, workflow, leadership routines, technology enablement or hiring.

• Translates transformation priorities into a sequenced capability agenda with clear trade-offs.

• Guides leaders toward practical solutions that balance impact, feasibility and speed to value.

• Brings together internal experts, enterprise content, communities and external partners to create practical, scalable solutions.

• Uses AI-enabled approaches, including simulation, adaptive pathways, personalized coaching and in-workflow prompts, to build capability closer to the work.

• Owns onboarding and early-tenure capability for assigned populations, helping colleagues reach proficiency sooner.

• Designs solutions that managers can reinforce through team routines, systems and development conversations.

• Scales delivery globally by building regional SME and facilitator capability and adapting for time zones, languages and regulatory requirements.

• Partners with Compliance, Criteria, IBCO and functional SMEs to ensure regulated learning is accurate, appropriately targeted and supported by audit-ready evidence.

• Delivers practical solutions early and improves them through feedback, adoption data and outcomes, while managing vendors, scope and budgets.

• Advises the business on how AI is changing roles, where human judgment matters most and how colleagues can adopt new ways of working responsibly.

• Agree success measures with sponsors early, so the team is clear on what progress should look like.

• Use completion and satisfaction data as supporting indicators, while prioritizing evidence of adoption, behavior change, time to proficiency and business impact — except where completion is itself the regulatory requirement.

• Build the skills infrastructure that makes progress visible — owning the system rather than individual programs: skills tagging, proficiency mapping, and alignment to the enterprise taxonomy and job-family work.

• Connect capability evidence to workforce decisions — mobility, bench strength and succession — so learning informs talent strategy rather than trailing it.

• Use evidence to improve, redesign or thoughtfully conclude work where another approach would create more value.

• Share concise, executive-ready readouts that tell a clear story of progress, learning and recommended next steps.

• Strong knowledge of adult learning and capability building, with the judgment to test requests against the underlying business need.

• Strong business acumen and understanding of analytical, commercial and operations roles, including the realities of their day-to-day work.

• Maintains an external perspective on emerging capability, learning and AI-enabled practices, applying relevant insights within Ratings.

• Practical AI fluency, with 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.

• Understanding of financial services and regulated learning environments, including the evidence required to support regulatory obligations.

• Understanding of financial services and regulated learning environments, including the evidence required to support regulatory obligations.

• Able to diagnose the underlying constraint and choose the most effective solution based on impact, feasibility and speed to value.

• Able to influence views, processes and behaviors across the business globally, without formal authority.

• Comfortable with ambiguity and competing priorities, and able to make clear, well-reasoned trade-offs.

• Comfortable with ambiguity and competing priorities, and able to make clear, well-reasoned trade-offs.

• Engages senior leaders as a trusted capability partner, bringing a clear point of view while listening carefully and aligning stakeholders around shared business outcomes.

• Partners across Compliance, IBCO, Criteria, People Partners, and Enterprise Talent and Skills teams.

• Manages external vendors and partners, while building internal SME and facilitator capability across regions.

• Represents Ratings Learning in cross-divisional and enterprise forums.

• Represents Ratings Learning in cross-divisional and enterprise forums.

• Advances Learn Forward and Ratings of the Future, including the skills and proficiency architecture that underpins the transformation.

• Owns a portfolio of capability problems end-to-end, each with a sponsor-agreed measure.

• Connects S&P Global’s purpose and values to practical capability solutions and the day-to-day work of the teams supported.

• Operates as an individual contributor, delivering through influence, vendors, and global SME and facilitator communities.

• 8+ years across some combination of capability building, learning and organizational development, management consulting, or a commercial or analytical business role — with real ownership of outcomes for senior audiences.

• Evidence of diagnostic and consulting skill, including examples of clarifying the real business need and shaping it into a more effective solution than the one originally requested.

• Track record of delivering practical solutions early and improving them through 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.

• Financial services, capital markets, credit or other regulated-industry experience, including exposure to mandatory or certification-based learning.

• 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.

• Health & Wellness: Health care coverage designed for the mind and body.

• Flexible Downtime: Generous time off helps keep you energized for your time on.

• Continuous Learning: Access a wealth of resources to grow your career and learn valuable new skills.

• Invest in Your Future: Secure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial wellness programs.

• Family Friendly Perks: It’s not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families.

• Beyond the Basics: From retail discounts to referral incentive awards—small perks can make a big difference.