Senior Learning Strategy Partner

Senior Learning Strategy Partner

This role offers a flexible work arrangement. Candidates residing outside of New England may work 100% remotely. States where remote work is supported are as follows:
Maine, Vermont, New Hampshire, Massachusetts, Rhode Island, Connecticut, Florida, Georgia, North Carolina, Colorado, and Virginia. Candidates located within New England are expected to follow a hybrid schedule, combining remote work with on-site days at our Littleton, MA headquarters.

At Workers Credit Union, everything starts with a simple but powerful purpose:
We enable financial prosperity through values-driven solutions because everyone deserves a future they can believe in.

For more than a century, we've been a trusted partner in helping people make confident financial decisions and build stronger futures. Today, as a $2.5B organization serving over 120,000 members, we continue to evolve, thoughtfully blending personal connection with modern capabilities to better support our members in the moments that matter most.

We call this the Workers Way. It shapes how we show up every day, with personalized guidance, practical solutions, and a deep commitment to doing what's right. Just as importantly, it defines how we work together. We choose purpose over ego. We communicate directly with respect. We dare to grow. We do the right thing, always. And we win together, because meaningful results are built through shared success.

As we look ahead, we're building on a strong foundation and continuing to evolve how we operate and deliver impact, simplifying experiences and strengthening capabilities. We have big plans for the future, and we hope you'll be part of what comes next.

This position is responsible for leading enterprise learning intake, managing the Talent Development operating model, integrating the learning portfolio, and driving measurement aligned to business outcomes. The role focuses on conducting needs assessments, developing stakeholder-aligned recommendations, and ensuring learning initiatives are prioritized, sequenced, and measurable across the organization.

The Sr. Learning Strategy Partner operates as a consultative partner to business leaders and Talent Development team members, translating capability needs into structured, high-impact actions. This role serves as the operational decision-maker for intake, prioritization, and portfolio alignment, operating with a high degree of autonomy within established strategic guardrails.

This individual is expected to model ownership, pace, and disciplined execution, elevating how work is prioritized, integrated, and delivered across the team.

• Lead the intake process for Talent Development, ensuring consistent evaluation, alignment, and prioritization of requests across the enterprise
• Conduct needs assessments to diagnose capability gaps and identify learning priorities aligned to business outcomes
• Diagnose root causes of performance gaps, including distinguishing between learning and non-learning needs
• Translate needs assessment insights into clear recommendations, including solution approach, ownership (Lead / Enable / Support), and prioritization
• Own and make independent decisions on prioritization, sequencing, and alignment of Talent Development initiatives, balancing business needs, capacity, and strategic impact
• Recommend a range of solutions (learning, process, tools, leadership actions) aligned to business outcomes

• Manage the enterprise Talent Development portfolio, ensuring coordination, sequencing, and integration of programs across onboarding, leadership development, functional training, and knowledge management
• Apply program and project management disciplines to oversee multiple concurrent initiatives, managing timelines, dependencies, and risks
• Bring structure and discipline to complex, multi-stakeholder initiatives, ensuring clarity on ownership, expectations, and outcomes

• Partner with Business Partners, leaders, and stakeholders to align learning strategies with business goals while maintaining enterprise prioritization discipline
• Partner with the Performance Excellence function for any learning initiatives tied to enterprise projects or processes.
• Serve as a consultative advisor, influencing stakeholders on appropriate solutions, scope, and tradeoffs
• Navigate competing priorities while maintaining focus on enterprise impact
• Translate insights and program outcomes into clear, executive-level recommendations
• Influence decision-making through data, analysis, and structured tradeoff discussions

• Establish and maintain measurement frameworks that evaluate capability growth, behavior change, and business outcomes
• Write clear, measurable learning objectives aligned to program and business goals
• Define success metrics and data collection strategies in…