Learning and Development Business Partner Director

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 and Development Business Partner Director is a senior learning professional responsible for shaping the development strategy and portfolio for an assigned business partner. Primary responsibilities include overseeing the design, development, implementation, and evaluation of learning solutions that span education, experience, exposure, and environment—ensuring the development of first-choice advisors. The Director partners closely with business leadership and serves as a strategic advisor on learning and development, aligning solutions to business priorities and talent outcomes. The role also includes leading special projects related to business partner strategies and enterprise-wide initiatives that advance firm, talent, and L&D priorities. This position is a key member of the L&D leadership team and collaborates closely with colleagues across L&D to ensure enterprise needs are met, appropriate consistency is achieved across business partners, and the full capabilities of L&D centers of excellence are leveraged. The role requires strong collaboration across all areas of Talent, Change Management, Operations, and other internal partners. Responsibilities: Strategy development and integration • In alignment with firm, talent, and business partner strategies, influence and drive the creation of a comprehensive development strategy for professionals within the line of business. • Serve as a trusted learning and development advisor, bringing leading-edge practices and insights that integrate learning with broader talent management initiatives. • Collaborate with Talent partners to present a cohesive and unified point of view on talent and development priorities. • Identify and prioritize critical learning solutions that support career development, capability building, and business growth strategies. • Partner closely with business leaders to design, develop, implement, and evaluate development strategies using data and technology to drive measurable business outcomes. • Independently lead large, complex learning initiatives and ensure alignment with appropriate design frameworks. • Evaluate learning and development requests and recommend fit-for-purpose solutions, including build, redesign, or external vendor options. • Communicate program strategy, progress, risks, and outcomes effectively to stakeholders at all levels. • Leverage a network of internal and external partners, including preferred vendors, to enhance learning solutions. • Recommend and integrate appropriate development channels—education, experience, exposure, and environment—to meet development objectives. • Work closely with the L&D leadership team to address enterprise needs, ensure appropriate consistency across lines of business Oversight of curriculum execution: • Lead annual planning for business partner learning portfolios, balancing long-term strategy with the need for agile, timely solutions. • Develop and manage the business partner L&D budget effectively • Identify, onboard, manage, and evaluate subject matter experts, vendors, and coaches, including negotiating terms and executing contracts. • Direct project management and operational resources to ensure successful execution of learning strategies and programs. • Oversee quality assurance of learning experiences and transfer of learning. • Design and implement effective measurement strategies to assess learning impact and capability development, including evaluation design, administration, and synthesis of results. • Collaborate with MET to secure learning venues that support effective program delivery. Participate and assume responsibilities within the L&D Leadership Team and driving overall L&D Impact & Other Enterprise responsibilities as assigned: • Contribute to and/or lead L&D and national Talent process improvements and initiatives. • Collaborate across L&D and Talent teams to identify and implement enterprise-wide development solutions. • Participate in and/or lead L&D departmental initiatives that advance overall impact and effectiveness. Serve as a career advisor and coach to assigned L&D staff including: • Supporting effective execution of role responsibil