Learning Partner
Spgi · New York, New York, United States
About the Role:
Grade Level (for internal use):
12About the Role:
The Team:
S&P Global Ratings is evolving how work gets done — shaped by changing customer expectations, regulatory needs and the growing role of AI. Skills are changing faster than they used to, which makes this an exciting opportunity to help our people build the capability, confidence and judgment they need for the future.
As a Capability & Learning Partner, you will work close to the business to understand where capability will make the greatest difference, shape practical solutions and use evidence to show progress. You will bring curiosity, sound judgment and a strong interest in helping colleagues grow in the flow of real work.
This role is ideal for someone who enjoys partnering with leaders, connecting the dots across business priorities and people needs, and bringing together the right mix of learning, tools, AI-enabled approaches and manager reinforcement. The role operates globally across Analytical, Commercial and Operations populations in the Americas, EMEA and APAC, and within a regulated environment where learning evidence must be clear, credible and auditable.
Responsibilities and Impact:
- 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.
Shape practical solutions
- 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.
Show progress with evidence
- 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.
Compensation/Benefits Information: (This section is only applicable to US candidates)
S&P Global states that the anticipated base salary range for this position is $104,435 to $180,000 USD. Final base salary for this role will be based on the individual’s geographic location, as well as experience level, skill set, training, licenses and certifications.
In addition to base compensation, this role is eligible for an annual incentive plan.
This role is eligible to receive additional S&P Global benefits. For more information on the benefits we provide to our employees, please click here.
What We’re Looking For:
We are looking for someone who brings a strong mix of business curiosity, learning expertise, relationship-building and delivery discipline.
Functional and Business Knowledge
- 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.
Problem Solving
- 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.
Partnership and Influence
- 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.
Typical Scope & Impact
- 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.
Basic Required Qualifications:
- 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.
Additional Preferred Qualifications
- 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 interna