Staff Learning and Development Partner

Overview We are looking for a Staff Learning & Development Partner that brings both the strategic vision to architect enterprise‑wide learning programs and the craft mastery to facilitate transformative learning experiences. This is a rare dual‑capability role — you will shape how we build and deliver learning at scale while personally modeling facilitation excellence that raises the bar across the organization. You will partner closely with business leaders, HR Business Partners, and cross‑functional stakeholders to diagnose capability gaps, design evidence‑based learning interventions, build and manage a portfolio of facilitated programs, and drive measurable impact. You believe learning is both an art and a science, and you bring rigor, creativity, and presence to everything you design and deliver. Responsibilities

LEARNING STRATEGY & PROGRAM DESIGN

Lead end‑to‑end learning strategy for assigned domains, translating business priorities and capability gaps into a coherent, multi‑modal learning architecture. Partner with instructional designers, content specialists, and SMEs to build curriculum that is engaging, scalable, and aligned to organizational outcomes. Establish and maintain a learning content strategy, ensuring materials are current, relevant, and continuously improved based on learner feedback and business results. Apply learning science frameworks (70‑20‑10, spaced learning, social learning, retrieval practice) to maximize learning transfer and behavior change on the job.

FACILITATION LEADERSHIP & DELIVERY

Model facilitation mastery: command of the room, adaptive facilitation in the moment, ability to surface insight through questioning, and skill at managing group dynamics across diverse audiences. Build and oversee a bench of internal and external facilitators, including selection, development, calibration, and quality management. Design and facilitate leader‑led experiences that equip managers and senior leaders to own and sustain learning within their teams. Champion psychological safety, inclusive facilitation practices, and equity‑centered design in all learning delivery.

PORTFOLIO & PROGRAM MANAGEMENT

Manage a portfolio of active learning programs from scoping and design through delivery, evaluation, and iteration, ensuring on‑time, in‑scope, and high‑quality execution. Own intake, prioritization, and resource allocation for learning requests within your domain, balancing strategic priorities with operational capacity. Develop and manage project plans, stakeholder communication cadences, and governance checkpoints for multi‑workstream learning initiatives. Manage vendor relationships and external facilitators/consultants, including scope definition, quality oversight, and performance management. Build scalable processes, playbooks, and toolkits that enable the learning team to operate efficiently and consistently at scale.

STAKEHOLDER PARTNERSHIP & CONSULTING

Facilitate executive‑level conversations to align on learning strategy, build sponsorship, and gain organizational commitment to capability investments. Influence without authority across cross‑functional teams, building credibility through subject matter expertise, relationship skills, and demonstrated impact. Communicate learning program strategies and outcomes in business terms, connecting L&D investments to talent metrics and organizational performance.

MEASUREMENT, ANALYTICS & CONTINUOUS IMPROVEMENT

Develop and analyze learning data — including completion metrics, assessment scores, learner feedback, and 90‑day application surveys — to demonstrate impact and guide iteration. Use data storytelling to present learning outcomes to senior stakeholders, connecting program ROI to business metrics. Lead continuous improvement cycles for programs in your portfolio, incorporating learner feedback, facilitator calibration, and business outcome data.

TEAM & COMMUNITY DEVELOPMENT

Coach and mentor facilitators and junior L&D team members on facilitation craft, instructional design quality, and consulting skills. Contribute to the L&D community of practice: sharing expertise, developing standards, and elevating the collective craft of the learning function. Stay current with learning industry trends, research, and emerging practices, bringing external perspectives and innovations to the team. Qualifications 5‑8+ years of progressive experience in Learning & Development, with demonstrated growth in scope and complexity. 5+ years of expert‑level facilitation experience, including design and delivery of leadership development, team effectiveness, or enterprise capability‑building programs for senior and executive audiences. Proven track record designing and leading multi‑modal, enterprise‑scale learning programs from needs analysis through impact measurement. Strong ability to apply adult learning theory, design thinking, and evidence‑based approaches across modalities (ILT, VILT, eLearning, blended, cohort‑based). Experience managing a program portfolio, including project planning, stakeholder management, and cross‑functional execution. Demonstrated ability to consult with and influence senior leaders and HR partners in diagnosing capability needs and building learning strategies. Experience building, managing, and developing facilitator or instructor talent, including calibration and quality management. Proven ability to use data and measurement frameworks to evaluate program effectiveness and communicate impact. Experience managing external vendors, consultants, or content providers. Strong executive presence and communication skills; comfort facilitating with groups from frontline employees through C‑suite leaders. Preferred Qualifications ATD Certified Professional in Talent Development (CPTD) or equivalent professional certification. Certification in facilitation methodologies: e.g., ICA ToP, LUMA, Liberating Structures, Design Thinking facilitation, or coaching credentials (ICF, CTI, etc.). Experience working in a technology or high‑growth company environment. Familiarity with human performance improvement (HPI) models and organizational development consulting methodologies. Experience with learning technology platforms: LMS, LXP, virtual classroom tools (Zoom, Teams), authoring tools (Articulate, Rise), and learning analytics dashboards. Compensation and Benefits Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at Intuit®: Careers | Benefits). Pay offered is based on factors such as job‑related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender. The expected base pay range for this position is: #J-18808-Ljbffr Intuit