Senior Learning Capability Partner

The Senior Capability Partner sits at the intersection of business strategy and learning impact. You are the bridge between what the business needs and what the learning ecosystem delivers — translating ambiguous demand signals into clear, prioritized, measurable learning investments that move the needle on performance, productivity, and growth.

In this role, you will serve as a trusted advisor to senior business leaders across enterprise and ecosystem segments — representing the voice of the business inside the learning function, and the capabilities of the learning function back to the business. You will own the relationship between demand and delivery, ensuring that every learning investment is tied to a measurable outcome and every deliverable lands on time and at the quality bar that business leaders expect.

This is not a facilitation or instructional design role. This is a strategic consulting and relationship management function that requires business acumen, executive presence, and the ability to hold ambiguity while driving clarity and accountability across a complex stakeholder landscape.

Responsibilities

Business Outcomes & ROI

• Translate learning investments into measurable business outcomes — owning the full arc from needs identification through post-delivery impact measurement and ROI reporting.

• Define success metrics upfront with business stakeholders before any learning solution is designed or delivered, ensuring every program is tied to a leading or lagging performance indicator.

• Track, synthesize, and report on learning effectiveness data, translating program metrics into business-relevant language that resonates with senior leaders — framing results in terms of productivity, revenue impact, time to proficiency, retention, and conversion.

• Partner with analytics and measurement teams to build repeatable ROI frameworks and ensure learning data is captured, cleaned, and reported consistently across your portfolio.

Business Advocacy & Demand Management

• Serve as the primary voice of your assigned business segment inside the learning function — deeply understanding business priorities, seasonal rhythms, workforce challenges, and strategic initiatives, and translating those into actionable demand signals.

• Advocate actively for your business stakeholders' priorities in learning planning cycles, roadmap reviews, and resource allocation conversations — ensuring that what the business needs is heard, understood, and sequenced appropriately.

• Own a rolling demand roadmap for your segment, capturing intake requests, prioritizing against business impact and capacity, and communicating trade-offs and timing back to stakeholders with clarity and confidence.

• Identify emerging capability gaps before they become performance problems — proactively surfacing workforce readiness risks and recommending learning interventions before demand becomes crisis.

Roadmap, Portfolio & Stakeholder Delivery

• Manage your segment's learning portfolio roadmap end to end — from intake through delivery — owning the communication of milestones, dependencies, and deliverable status to business stakeholders on a regular cadence.

• Hold business stakeholders accountable to their roles in the delivery process: providing SME access, reviewing content, approving releases, and communicating changes to their teams.

• Maintain a clear and current view of in-flight work across your portfolio, escalating risks to delivery timelines early and proposing solutions rather than presenting problems.

• Partner closely with Demand & Portfolio Management to ensure your segment's work is properly sequenced in the master roadmap and that capacity is allocated appropriately to deliver on commitments.

Executive Communication & Reporting

• Write and own executive briefs that synthesize complex learning initiatives into clear, concise, decision-ready narratives for senior business leaders — no jargon, no filler, maximum signal.

• Build and deliver Monthly Business Review (MBR) content for your segment, presenting learning performance against targets, surfacing risks and opportunities, and driving the conversation toward decisions and next steps.

• Develop a reliable drumbeat of stakeholder communication — status updates, roadmap reviews, impact summaries — that keeps business partners informed, confident, and engaged without requiring them to chase you for information.

• Prepare senior leaders for conversations about learning investment trade-offs, capability gaps, and program timelines — equipping them with the framing, data, and narrative they need to make and defend decisions.

Supply Chain Oversight & Quality

• Collaborate with the learning supply chain — Learning Strategy, Platform, and Delivery functions — to oversee the end-to-end delivery of quality learning experiences for your business segment.

• Serve as the business segment's quality advocate in delivery reviews, ensuring that what is delivered reflects the business's expectations for relevance, accuracy, engagement, and timeliness.

• Surface and escalate quality issues quickly when delivery does not meet the bar, working with supply chain leads to triage, remediate, and prevent recurrence.

• Ensure that feedback from business stakeholders and learners is captured, synthesized, and routed back into the design and delivery process to drive continuous improvement.

Trusted Advisor

• Build deep, trust-based relationships with senior business stakeholders — becoming the person they call when they have a capability problem, a workforce challenge, or a change management question.

• Operate with a performance consulting mindset: resisting the impulse to jump to learning as the default solution, and instead diagnosing root causes, exploring the full solution space, and recommending the right intervention — whether that is a learning program, a process change, a communication, or a combination.

• Demonstrate consistent executive presence and professional credibility in all interactions — communicating clearly, meeting commitments, and bringing a point of view rather than simply taking orders.

• Represent the learning function as a strategic business partner, not a service bureau — influencing how business leaders think about capability development and earning a seat at the table where workforce strategy is made.

Qualifications

Required

• 2–5 years of experience in a learning & development, talent, organizational effectiveness, or strategic HR business partner role — with clear evidence of working directly with senior business leaders.

• Demonstrated ability to translate business needs into learning or performance solutions and measure their impact.

• Experience building and managing stakeholder relationships at the Director level and above.

• Strong written communication skills — ability to write an executive brief, a stakeholder update, and a business case without significant editing.

• Comfort with data: you can pull, read, and synthesize metrics into a coherent narrative, and you know which numbers matter to a business leader vs. a learning professional.

• Experience managing a portfolio or roadmap of parallel workstreams across a complex organization.

Preferred

• Experience in a performance consulting or internal consulting capacity.

• Familiarity with adult learning frameworks (e.g., 70-20-10, Kirkpatrick, scrum/agile for learning).

• Experience presenting to or writing for VP/SVP-level audiences.

• Background in a regulated, high-growth, or customer-success-intensive industry.

• Exposure to credentialing, certification, or workforce development programs.

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: San Diego $113,000 - $153,000 Mountain View, CA $135,500- $183,000