Head of Learning and Development

The Head of Learning & Development (L&D) is an enterprise-wide leadership role responsible for architecting and delivering a best-in-class learning and capability-building strategy for Carlyle. This role plays a critical part in shaping how the organization develops leaders, builds differentiated skills, and sustains a high-performance culture in a fast-moving, results-driven environment. As a key member of the Human Capital Management team, the Head of L&D helps ensure the firm's talent and leadership capabilities evolve in step with its strategic priorities and growth ambitions.

Working in close partnership with executives, HR business partners, and business leaders across regions and functions, the Head of L&D designs and delivers learning experiences that are tightly aligned to business needs and produce measurable performance impact. The role requires the ability to translate strategy into practical, scalable development solutions balancing rigor, innovation, and relevance for a sophisticated, global workforce.

With a truly global remit, the Head of L&D influences how learning is experienced across the organization, from early-career professionals to senior leaders. This role brings together leadership development, professional growth, technical capability building, and innovative learning approaches to continuously elevate capability  Head of L&D is expected to anticipate emerging skills and leadership needs, introduce modern learning methodologies, and ensure the firm remains competitive in how it attracts, develops, and retains top talent.

This is a highly visible role with significant opportunity to shape enterprise-wide learning priorities, influence senior stakeholders, and leave a lasting mark on the firm's leadership pipeline and performance culture. The successful candidate will combine strategic vision with hands‑on execution, strong executive presence, and a passion for

• Conduct comprehensive talent needs analyses to define learning priorities aligned with firm-wide strategic objectives at the end of the year when budget planning.
• Partner with HR and business leaders to ensure learning programs strengthen the firm's culture, support succession planning, and drive measurable performance improvement.
• Lead the design, implementation, and continuous evolution of global learning programs, including leadership and management development and early-career programs (analyst and associate), ensuring clear differentiation by role, level, and business need.
• Oversee global mentoring initiatives, driving high engagement and measurable developmental outcomes.
• Own the design and delivery of the firm's internship learning and development experience, partnering closely with business leaders to ensure content is business-led and role-relevant, and with HR Business Partners to ensure consistency, quality, and alignment with broader early-career development efforts.
• Deliver and oversee tailored learning programs for international offices, including coordinating European-based sessions such as Europe Learning Week in Luxembourg, Amsterdam, and London and Asia Learning Week in Tokyo and Hong Kong.
• Ensure regional learning initiatives reflect cultural nuances, local regulatory requirements, and global consistency in development standards.

• Assist with implementation of Workday as the future Learning Management System (LMS), ensuring seamless delivery of online, hybrid, and in-person learning experiences.
• Drive the use of modern, blended learning approaches, including micro-learning, digital content, and experiential formats to increase engagement, accessibility, and impact.
• Partner with Global Technology Services (GTS) to advance the firm's AI-enabled learning agenda, ensuring employees and leaders develop the knowledge, skills, and confidence to effectively leverage AI; embed AI fluency into leadership development, functional training, and everyday learning experiences.

• Administer and debrief talent assessment tools such as MBTI, Strengths Finder, and/or Hogan to support team effectiveness, leadership development, and individualized growth plans.
• Source, curate, and manage a high-quality network of executive coaches, ensuring the firm partners with best-in-class internal and external coaches; establish standards, governance, and ongoing evaluation to ensure coaching investments deliver meaningful leadership impact.

• Partner with HRIS, Compliance, and Legal teams to deploy global mandatory harassment and regulatory training programs.
• Monitor completion rates, ensure audit readiness, and guarantee programs meet all financial services regulatory standards.

• Measure learning effectiveness using data-driven insights and provide actionable reporting to senior stakeholders.
• Maintain strong vendor partnerships and oversee the…