Learning and Development Business Partner Director

Position: Learning and Development Business Partner Director (Location Flexible)
We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, culture and talent experience and our ability to be compelling to our clients. You’ll find an environment that inspires and empowers you to thrive both personally and professionally.

There’s no one like you and that’s why there’s nowhere like RSM.The Learning & Development Business Partner Director serves as the senior strategic learning and capability advisor to an assigned line of business and their leaders. The Director translates business, workforce, and talent priorities into an integrated capability strategy that improves business performance, strengthens professional readiness, and advances RSM's First Choice Advisor strategy.

The Director is a key leader in the ongoing evolution of the Learning & Development function, helping shape operating models, workforce capability strategies, service delivery approaches, and learning technology adoption to ensure the organization can meet future business needs. As a member of the L&D leadership team, the Director provides thought leadership, cultivates line of business and enterprise-wide relationships, and leads large, complex initiatives with significant business impact.

The role works across L&D and Talent to mobilize the right expertise, scale effective solutions, and create appropriate consistency across the firm while remaining responsive to distinct business needs.

Key Responsibilities Business and Capability Strategy Build trusted relationships with senior business and talent leaders and serve as a first-choice advisor on workforce capability, performance, and development priorities. Translate firm, talent, and business strategies into multi-year capability roadmaps with clear priorities, outcomes, measures, investment requirements, and decision points. Use performance consulting and systems thinking to distinguish capability needs from process, role clarity, technology, capacity, leadership, or other performance barriers.

Proactively identify emerging capability risks and opportunities based on business plans, workforce trends, client needs, professional standards, and changes in the market. Influence leaders to make disciplined choices among competing needs and focus resources on the work most likely to improve business and talent outcomes. Advise on the appropriate mix of education, experience, exposure, environment, performance support, coaching, knowledge resources, communities, and technology-enabled approaches.

Organizational Transformation and Change Leadership Act as a visible champion of the firm's learning and capability transformation strategy. Drive adoption of new operating models, workflows, roles, governance structures, and technologies. Challenge legacy processes and approaches that no longer create sufficient business value. Influence leaders to embrace scalable, data-informed approaches to capability development. Balance immediate business demands with long-term organizational capability building.

Lead change efforts that require stakeholder alignment across service lines, Talent, Learning Operations, Talent Technology, and other shared services. Identify organizational barriers to transformation and proactively develop mitigation strategies. Build change readiness among stakeholders and teams impacted by evolving learning strategies and operating models. Portfolio and Investment Leadership Own the strategic portfolio of capability investments for the assigned business, ensuring solutions are connected, sequenced, scalable, and aligned to role and…