{"schemaVersion":"jobsearcher.job.v1","id":"b18bf1ee0cf6639901702c75","url":"https://jobsearcher.com/jobs/b18bf1ee0cf6639901702c75","canonicalUrl":"https://jobsearcher.com/jobs/b18bf1ee0cf6639901702c75","title":"Learning & Development Capability Partner","description":"Description\n\nLearning & Development Capability Partner\n\nThe Learning & Development Capability Partner is responsible for translating organizational priorities, workforce capability needs, and emerging skill requirements into practical, skill-driven learning and performance solutions.\n\nThis role supports capability development across Business Development, Client Delivery, Consulting, Project Management, People Management, Industry and Domain Expertise, Professional Effectiveness, Collaboration.\n\nPartners with business leaders, subject matter experts, and stakeholders to identify capability gaps, define skill expectations, and design learning experiences that help employees perform effectively throughout the employee lifecycle.\n\nThis individual will lead the design, development, delivery, and evaluation of learning solutions that are practical, scalable, and embedded in the flow of work. The role will also help connect learning programs, skills frameworks, technology platforms, and workforce priorities into a cohesive enterprise capability-development strategy.\n\nKey Responsibilities\n\nBusiness and Workforce Alignment\n\nPartner with the Director, Learning Strategy, business leaders, and subject matter experts to understand organizational priorities, workforce needs, and critical capability gaps.\nTranslate business challenges and employee development needs into actionable learning and performance solutions.\nEnsure learning investments are aligned with business strategy, workforce readiness, employee development, and organizational performance.\nConsult with stakeholders to identify the appropriate solution, which may include formal learning, skill labs, tools, resources, coaching, peer learning, or on-the-job enablement.\nBalance enterprise-wide capability needs with the specific requirements of business areas, functions, roles, and employee populations.\nRespond to emerging and in-the-moment learning needs while maintaining alignment with the broader learning strategy.\n\nEnterprise Capability Development\n\nLead or support learning and capability-building initiatives across the following areas:\n\nBusiness Development\n\nDevelop capabilities related to opportunity identification, account growth, capture, proposals, client relationships, and effective seller-doer practices.\nCreate practical learning experiences that help employees contribute appropriately to business development activities based on their roles and levels.\n\nClient Delivery\n\nBuild capabilities that support consistent, high-quality delivery of client work.\nDevelop learning solutions focused on understanding client needs, managing expectations, delivering value, addressing challenges, and strengthening client relationships.\nReinforce behaviors that promote quality, accountability, responsiveness, and a client-centered mindset.\n\nConsulting\n\nDevelop consulting capabilities such as problem solving, strategic thinking, active listening, asking impactful questions, engaging in difficult conversations, building trust, brining innovation & creativity, solution development, and achieving valuable outcomes.\nDesign applied learning experiences that allow employees to practice consulting skills using realistic business and client scenarios.\nSupport the development of trusted-advisor behaviors and consultative approaches across roles and career levels.\n\nProject Management\n\nBuild foundational and advanced project management capabilities aligned with organizational and client-delivery needs.\nDevelop learning in areas such as project planning, scope, schedule, budget, risk, quality, team coordination, stakeholder management, and project communication.\nPartner with project management subject matter experts to ensure learning reflects relevant methodologies, standards, and business practices.\n\nPeople Management\n\nDesign learning that prepares managers to lead employees and teams effectively.\nBuild capabilities in areas such as goal setting, coaching, feedback, performance conversations, employee development, delegation, team effectiveness, inclusion, and change leadership.\nEquip leaders and managers with tools and resources that reinforce learning through day-to-day practices.\n\nIndustry and Domain Expertise\n\nPartner with business and technical subject matter experts to support the development and sharing of industry, market, technical, and domain knowledge.\nCreate frameworks and learning approaches that help employees build relevant expertise over time.\nEnable subject matter experts to contribute to scalable learning through programs, communities of practice, mentoring/coaching, knowledge-sharing sessions, and curated resources.\nConnect domain-specific learning with consulting, client-delivery, and professional capability development.\n\nProfessional Effectiveness\n\nCreate learning experiences that help employees operate effectively in a dynamic professional environment.\nAddress capabilities such as confidence, credibility, accountability, adaptability, decision-making, problem-solving, critical thinking, resilience, influenceand navigating ambiguity.\nDevelop practical tools and resources that employees can apply directly within their daily work.\n\nCollaboration\n\nBuild capabilities that help employees work effectively across teams, functions, disciplines, and organizational boundaries.\nDevelop learning related to teamwork, trust, conflict navigation, knowledge sharing, stakeholder engagement, collaboration, and shared accountability.\nSupport collaborative practices for virtual, hybrid, geographically dispersed, and cross-functional teams.\n\nLearning Design and Development\n\nOwn the end-to-end design and development of learning experiences across an operating group.\nConduct needs assessments and define learning objectives, target audiences, desired behaviors, and success measures.\nSelect learning approaches that are appropriate for the audience, business need, and complexity of the capability.\nDesign practical and experiential learning that may include:\nWorkshops\nSkill labs\nCohort-based programs\nSimulations\nCase studies\nPractice sessions\nCoaching\nMentoring\nPeer learning\nDigital learning\nPerformance-support tools\nOn-the-job assignments\nCommunities of practice\nEnsure learning is relevant, accessible, and directly connected to employees’ work.\nIncorporate realistic business, project, team, and client scenarios into learning experiences.\nDevelop reinforcement strategies that support behavior change and sustained application after formal learning concludes.\nCurate and organize existing learning resources when developing new content is not necessary.\n\nAI-Enabled and Modern Learning\n\nUse modern learning approaches, including personalized learning pathways, adaptive learning, and learning embedded within the flow of work.\nIncorporate AI-enabled tools, guided practice, and responsible prompt development into learning experiences when appropriate.\nExplore opportunities to use technology to increase access, personalization, practice, feedback, and scalability.\nHelp employees use AI and other emerging tools effectively and responsibly within relevant capability areas.\nPartner with appropriate stakeholders to ensure technology-enabled learning aligns with organizational standards and priorities.\n\nDelivery and Facilitation\n\nFacilitate high-impact virtual and in-person learning experiences for employees, people managers, and business stakeholders.\nCreate psychologically safe and engaging learning environments that encourage participation, practice, reflection, and feedback.\nAdapt facilitation approaches for different audiences, career levels, formats, and business contexts.\nEnable leaders and managers to reinforce learning and support on-the-job application.\nPrepare subject matter experts and business leaders to serve effectively as facilitators, coaches, mentors, or learning contributors.\nBuild co-facilitator capabilities to support consistent and scalable delivery.\nEstablish facilitator guides, delivery standards, and quality-assurance practices.\n\nMeasurement and Impact\n\nDefine meaningful success measures for learning programs, skill labs, digital learning, and performance-support solutions.\nEvaluate learning effectiveness using appropriate qualitative and quantitative measures.\nPartner with the learning team and business stakeholders to determine how success will be measured before launching solutions.\nUse data, employee feedback, and stakeholder insights to improve learning experiences.\nCommunicate learning outcomes and recommendations clearly to business and stakeholders.\nDistinguish between learning activity measures and evidence of performance or business impact.\n\nIntegration Across the People Function\n\nConnect capability-development efforts with broader workforce readiness and talent initiatives.\nEnsure alignment with enterprise learning programs, leadership development, career development, employee experience, talent acquisition, performance management, and other priority People initiatives.\nPartner across leadership, Human Resources consulting, Human Resources operations, talent acquisition, total rewards, and other relevant teams to create a cohesive employee experience.\nIdentify opportunities to reduce duplication, connect complementary programs, and create clearer learning pathways.\nSupport an integrated approach to skills, learning, careers, leadership, and workforce development.\n\nBasic Qualifications\n\nBachelor’s degree in Learning and Development, Human Resources Management, Organizational Development, Education, Adult Learning, Instructional Design, Organizational Psychology, Workforce Development, Business Administration, Management, Management Consulting, Organizational Leadership, Project Management, or a related field.\n8+ years of experience in learning and development, talent development, leadership development, organizational effectiveness, professional services consulting, workforce development, or a related discipline.\n\nPreferred Qualifications\n\nExperience designing, developing, and delivering learning solutions for professional or client-facing employee populations.\nExperience managing learning programs or capability-building initiatives involving multiple stakeholders and subject matter experts.\nDemonstrated experience translating business or workforce needs into practical learning and performance solutions.\nExperience facilitating virtual and in-person learning experiences.\nExperience supporting learning and capability development within a professional services, consulting, government contracting, or other client-focused organization.\nDemonstrated knowledge of adult learning, instructional design, experiential learning, and performance consulting.\nExperience partnering with business leaders, people managers, functional experts, and technical subject matter experts.\nExperience developing experiential learning, practice opportunities, coaching approaches, and on-the-job reinforcement strategies.\nExperience using modern learning platforms, skills technologies, collaboration tools, and AI-enabled learning solutions.\nAbility to build trusted relationships and influence stakeholders without direct authority.\n\nBot and Third-Party Applications\n\nPlease note that this application must be submitted directly by the applicant for consideration. Failure to do so may result in the application being excluded for consideration. Applicants needing an accommodation for disability or religious purposes in connection with the application process should contact Candidateaccommodation@icf.com for assistance.\n\nWorking at ICF\n\nICF is a global advisory and technology services provider, but we’re not your typical consultants. We combine unmatched expertise with cutting-edge technology to help clients solve their most complex challenges, navigate change, and shape the future.\n\nWe can only solve the world's toughest challenges by building a workplace that allows everyone to thrive. We are an equal opportunity employer. Together, our employees are empowered to share their expertise and collaborate with others to achieve personal and professional goals. For more information, please read our EEO policy.\n\nWe will consider for employment qualified applicants with arrest and conviction records.\n\nReasonable Accommodations are available, including, but not limited to, for disabled veterans, individuals with disabilities, and individuals with sincerely held religious beliefs, in all phases of the application and employment process. To request an accommodation, please email Candidateaccommodation@icf.com and we will be happy to assist. All information you provide will be kept confidential and will be used only to the extent required to provide needed reasonable accommodations.\n\nRead more about workplace discrimination rights or our benefit offerings which are included in the Transparency in (Benefits) Coverage Act.\n\nCandidate AI Usage Policy\n\nAt ICF, we are committed to ensuring a fair interview process for all candidates based on their own skills and knowledge. As part of this commitment, the use of artificial intelligence (AI) tools to generate or assist with responses during interviews (whether in-person or virtual) is not permitted. This policy is in place to maintain the integrity and authenticity of the interview process.\n\nHowever, we understand that some candidates may require accommodation that involves the use of AI. If such an accommodation is needed, candidates are instructed to contact us in advance at candidateaccommodation@icf.com. We are dedicated to providing the necessary support to ensure that all candidates have an equal opportunity to succeed.\n\nPay Range - There are multiple factors that are considered in determining final pay for a position, including, but not limited to, relevant work experience, skills, certifications and competencies that align to the specified role, geographic location, education and certifications as well as contract provisions regarding labor categories that are specific to the position.\n\nThe pay range for this position based on full-time employment is:\n\n$108,476.00 - $184,409.00\n\nNationwide Remote Office (US99)","company":"ICF","rawCompany":"icf","city":"Reston","state":"VA","isRemote":false,"isActive":false,"createdAt":"2026-09-19T08:52:18.204Z","occupations":[{"code":"13-1151.00","title":"Training and Development Specialists","slug":"training-and-development-specialists"},{"code":"11-3131.00","title":"Training and Development Managers","slug":"training-and-development-managers"},{"code":"13-1082.00","title":"Project Management Specialists","slug":"project-management-specialists"}],"industries":[{"code":"611430","title":"Professional and Management Development Training","slug":"professional-and-management-development-training"},{"code":"541618","title":"Other Management Consulting Services","slug":"other-management-consulting-services"},{"code":"541611","title":"Administrative Management and General Management Consulting Services","slug":"administrative-management-and-general-management-consulting-services"}],"jobPosting":{"@context":"https://schema.org","@type":"JobPosting","title":"Learning & Development Capability Partner","description":"Description\n\nLearning & Development Capability Partner\n\nThe Learning & Development Capability Partner is responsible for translating organizational priorities, workforce capability needs, and emerging skill requirements into practical, skill-driven learning and performance solutions.\n\nThis role supports capability development across Business Development, Client Delivery, Consulting, Project Management, People Management, Industry and Domain Expertise, Professional Effectiveness, Collaboration.\n\nPartners with business leaders, subject matter experts, and stakeholders to identify capability gaps, define skill expectations, and design learning experiences that help employees perform effectively throughout the employee lifecycle.\n\nThis individual will lead the design, development, delivery, and evaluation of learning solutions that are practical, scalable, and embedded in the flow of work. The role will also help connect learning programs, skills frameworks, technology platforms, and workforce priorities into a cohesive enterprise capability-development strategy.\n\nKey Responsibilities\n\nBusiness and Workforce Alignment\n\nPartner with the Director, Learning Strategy, business leaders, and subject matter experts to understand organizational priorities, workforce needs, and critical capability gaps.\nTranslate business challenges and employee development needs into actionable learning and performance solutions.\nEnsure learning investments are aligned with business strategy, workforce readiness, employee development, and organizational performance.\nConsult with stakeholders to identify the appropriate solution, which may include formal learning, skill labs, tools, resources, coaching, peer learning, or on-the-job enablement.\nBalance enterprise-wide capability needs with the specific requirements of business areas, functions, roles, and employee populations.\nRespond to emerging and in-the-moment learning needs while maintaining alignment with the broader learning strategy.\n\nEnterprise Capability Development\n\nLead or support learning and capability-building initiatives across the following areas:\n\nBusiness Development\n\nDevelop capabilities related to opportunity identification, account growth, capture, proposals, client relationships, and effective seller-doer practices.\nCreate practical learning experiences that help employees contribute appropriately to business development activities based on their roles and levels.\n\nClient Delivery\n\nBuild capabilities that support consistent, high-quality delivery of client work.\nDevelop learning solutions focused on understanding client needs, managing expectations, delivering value, addressing challenges, and strengthening client relationships.\nReinforce behaviors that promote quality, accountability, responsiveness, and a client-centered mindset.\n\nConsulting\n\nDevelop consulting capabilities such as problem solving, strategic thinking, active listening, asking impactful questions, engaging in difficult conversations, building trust, brining innovation & creativity, solution development, and achieving valuable outcomes.\nDesign applied learning experiences that allow employees to practice consulting skills using realistic business and client scenarios.\nSupport the development of trusted-advisor behaviors and consultative approaches across roles and career levels.\n\nProject Management\n\nBuild foundational and advanced project management capabilities aligned with organizational and client-delivery needs.\nDevelop learning in areas such as project planning, scope, schedule, budget, risk, quality, team coordination, stakeholder management, and project communication.\nPartner with project management subject matter experts to ensure learning reflects relevant methodologies, standards, and business practices.\n\nPeople Management\n\nDesign learning that prepares managers to lead employees and teams effectively.\nBuild capabilities in areas such as goal setting, coaching, feedback, performance conversations, employee development, delegation, team effectiveness, inclusion, and change leadership.\nEquip leaders and managers with tools and resources that reinforce learning through day-to-day practices.\n\nIndustry and Domain Expertise\n\nPartner with business and technical subject matter experts to support the development and sharing of industry, market, technical, and domain knowledge.\nCreate frameworks and learning approaches that help employees build relevant expertise over time.\nEnable subject matter experts to contribute to scalable learning through programs, communities of practice, mentoring/coaching, knowledge-sharing sessions, and curated resources.\nConnect domain-specific learning with consulting, client-delivery, and professional capability development.\n\nProfessional Effectiveness\n\nCreate learning experiences that help employees operate effectively in a dynamic professional environment.\nAddress capabilities such as confidence, credibility, accountability, adaptability, decision-making, problem-solving, critical thinking, resilience, influenceand navigating ambiguity.\nDevelop practical tools and resources that employees can apply directly within their daily work.\n\nCollaboration\n\nBuild capabilities that help employees work effectively across teams, functions, disciplines, and organizational boundaries.\nDevelop learning related to teamwork, trust, conflict navigation, knowledge sharing, stakeholder engagement, collaboration, and shared accountability.\nSupport collaborative practices for virtual, hybrid, geographically dispersed, and cross-functional teams.\n\nLearning Design and Development\n\nOwn the end-to-end design and development of learning experiences across an operating group.\nConduct needs assessments and define learning objectives, target audiences, desired behaviors, and success measures.\nSelect learning approaches that are appropriate for the audience, business need, and complexity of the capability.\nDesign practical and experiential learning that may include:\nWorkshops\nSkill labs\nCohort-based programs\nSimulations\nCase studies\nPractice sessions\nCoaching\nMentoring\nPeer learning\nDigital learning\nPerformance-support tools\nOn-the-job assignments\nCommunities of practice\nEnsure learning is relevant, accessible, and directly connected to employees’ work.\nIncorporate realistic business, project, team, and client scenarios into learning experiences.\nDevelop reinforcement strategies that support behavior change and sustained application after formal learning concludes.\nCurate and organize existing learning resources when developing new content is not necessary.\n\nAI-Enabled and Modern Learning\n\nUse modern learning approaches, including personalized learning pathways, adaptive learning, and learning embedded within the flow of work.\nIncorporate AI-enabled tools, guided practice, and responsible prompt development into learning experiences when appropriate.\nExplore opportunities to use technology to increase access, personalization, practice, feedback, and scalability.\nHelp employees use AI and other emerging tools effectively and responsibly within relevant capability areas.\nPartner with appropriate stakeholders to ensure technology-enabled learning aligns with organizational standards and priorities.\n\nDelivery and Facilitation\n\nFacilitate high-impact virtual and in-person learning experiences for employees, people managers, and business stakeholders.\nCreate psychologically safe and engaging learning environments that encourage participation, practice, reflection, and feedback.\nAdapt facilitation approaches for different audiences, career levels, formats, and business contexts.\nEnable leaders and managers to reinforce learning and support on-the-job application.\nPrepare subject matter experts and business leaders to serve effectively as facilitators, coaches, mentors, or learning contributors.\nBuild co-facilitator capabilities to support consistent and scalable delivery.\nEstablish facilitator guides, delivery standards, and quality-assurance practices.\n\nMeasurement and Impact\n\nDefine meaningful success measures for learning programs, skill labs, digital learning, and performance-support solutions.\nEvaluate learning effectiveness using appropriate qualitative and quantitative measures.\nPartner with the learning team and business stakeholders to determine how success will be measured before launching solutions.\nUse data, employee feedback, and stakeholder insights to improve learning experiences.\nCommunicate learning outcomes and recommendations clearly to business and stakeholders.\nDistinguish between learning activity measures and evidence of performance or business impact.\n\nIntegration Across the People Function\n\nConnect capability-development efforts with broader workforce readiness and talent initiatives.\nEnsure alignment with enterprise learning programs, leadership development, career development, employee experience, talent acquisition, performance management, and other priority People initiatives.\nPartner across leadership, Human Resources consulting, Human Resources operations, talent acquisition, total rewards, and other relevant teams to create a cohesive employee experience.\nIdentify opportunities to reduce duplication, connect complementary programs, and create clearer learning pathways.\nSupport an integrated approach to skills, learning, careers, leadership, and workforce development.\n\nBasic Qualifications\n\nBachelor’s degree in Learning and Development, Human Resources Management, Organizational Development, Education, Adult Learning, Instructional Design, Organizational Psychology, Workforce Development, Business Administration, Management, Management Consulting, Organizational Leadership, Project Management, or a related field.\n8+ years of experience in learning and development, talent development, leadership development, organizational effectiveness, professional services consulting, workforce development, or a related discipline.\n\nPreferred Qualifications\n\nExperience designing, developing, and delivering learning solutions for professional or client-facing employee populations.\nExperience managing learning programs or capability-building initiatives involving multiple stakeholders and subject matter experts.\nDemonstrated experience translating business or workforce needs into practical learning and performance solutions.\nExperience facilitating virtual and in-person learning experiences.\nExperience supporting learning and capability development within a professional services, consulting, government contracting, or other client-focused organization.\nDemonstrated knowledge of adult learning, instructional design, experiential learning, and performance consulting.\nExperience partnering with business leaders, people managers, functional experts, and technical subject matter experts.\nExperience developing experiential learning, practice opportunities, coaching approaches, and on-the-job reinforcement strategies.\nExperience using modern learning platforms, skills technologies, collaboration tools, and AI-enabled learning solutions.\nAbility to build trusted relationships and influence stakeholders without direct authority.\n\nBot and Third-Party Applications\n\nPlease note that this application must be submitted directly by the applicant for consideration. Failure to do so may result in the application being excluded for consideration. Applicants needing an accommodation for disability or religious purposes in connection with the application process should contact Candidateaccommodation@icf.com for assistance.\n\nWorking at ICF\n\nICF is a global advisory and technology services provider, but we’re not your typical consultants. We combine unmatched expertise with cutting-edge technology to help clients solve their most complex challenges, navigate change, and shape the future.\n\nWe can only solve the world's toughest challenges by building a workplace that allows everyone to thrive. We are an equal opportunity employer. Together, our employees are empowered to share their expertise and collaborate with others to achieve personal and professional goals. For more information, please read our EEO policy.\n\nWe will consider for employment qualified applicants with arrest and conviction records.\n\nReasonable Accommodations are available, including, but not limited to, for disabled veterans, individuals with disabilities, and individuals with sincerely held religious beliefs, in all phases of the application and employment process. To request an accommodation, please email Candidateaccommodation@icf.com and we will be happy to assist. All information you provide will be kept confidential and will be used only to the extent required to provide needed reasonable accommodations.\n\nRead more about workplace discrimination rights or our benefit offerings which are included in the Transparency in (Benefits) Coverage Act.\n\nCandidate AI Usage Policy\n\nAt ICF, we are committed to ensuring a fair interview process for all candidates based on their own skills and knowledge. As part of this commitment, the use of artificial intelligence (AI) tools to generate or assist with responses during interviews (whether in-person or virtual) is not permitted. This policy is in place to maintain the integrity and authenticity of the interview process.\n\nHowever, we understand that some candidates may require accommodation that involves the use of AI. If such an accommodation is needed, candidates are instructed to contact us in advance at candidateaccommodation@icf.com. We are dedicated to providing the necessary support to ensure that all candidates have an equal opportunity to succeed.\n\nPay Range - There are multiple factors that are considered in determining final pay for a position, including, but not limited to, relevant work experience, skills, certifications and competencies that align to the specified role, geographic location, education and certifications as well as contract provisions regarding labor categories that are specific to the position.\n\nThe pay range for this position based on full-time employment is:\n\n$108,476.00 - $184,409.00\n\nNationwide Remote Office (US99)","datePosted":"2026-09-19T08:52:18.204Z","dateModified":"2026-09-19T08:52:18.204Z","hiringOrganization":{"@type":"Organization","name":"ICF","sameAs":"https://jobsearcher.com"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Reston","addressRegion":"VA","addressCountry":"US"}},"identifier":{"@type":"PropertyValue","name":"JobSearcher","value":"b18bf1ee0cf6639901702c75"},"url":"https://jobsearcher.com/jobs/b18bf1ee0cf6639901702c75"}}