About the Role:
Grade Level (for internal use):
12 About 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 evid ence
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:…