Learning and Development Business Partner Director (Location Flexible)

About this role

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 & Development Business Partner Director serves as a senior strategic learning and capability advisor to an assigned line of business and its leaders. This role translates business, workforce, and talent priorities into an integrated capability strategy that strengthens performance, builds professional readiness, and advances RSM’s First Choice Advisor strategy.

As a member of the L&D leadership team, the Director helps shape the future of learning at RSM, including operating models, workforce capability strategies, service delivery, and technology adoption. The Director builds trusted relationships across the business, L&D, and Talent to mobilize expertise, scale effective solutions, and lead complex initiatives with meaningful business impact.

Key Responsibilities
Business and Capability Strategy

• Build trusted relationships with senior business and talent leaders, serving as a first-choice advisor on workforce capability, performance, and development priorities.

• Translate firm, talent, and business strategies into multi-year capability roadmaps with clear priorities, outcomes, measures, and investment needs.

• Apply performance consulting and systems thinking to distinguish capability needs from process, role clarity, technology, capacity, leadership, and other performance barriers.

• Anticipate emerging capability risks and opportunities and advise leaders on priorities and the right mix of learning, experience, coaching, performance support, knowledge resources, and technology-enabled solutions.

Organizational Transformation and Change Leadership

• Champion the firm’s learning and capability transformation strategy, driving adoption of new operating models, workflows, governance, and technologies while challenging legacy approaches that no longer create sufficient value.

• Lead complex change efforts requiring alignment across service lines, Talent, Learning Operations, Talent Technology, and other shared services, balancing immediate business needs with long-term capability building.

• Identify barriers to transformation, develop mitigation strategies, and build stakeholder readiness for change.

Portfolio and Investment Leadership

• Own the strategic portfolio of capability investments for the assigned business, ensuring solutions are connected, scalable, aligned with business and career priorities, and leveraged across the firm where appropriate.

• Establish priorities and governance for major initiatives, including sponsorship, measures, dependencies, decision rights, and escalation paths.

• Oversee the business partner budget and recommend resource and investment trade-offs based on expected impact and enterprise priorities.

Solution Leadership and Cross-Functional Partnership

• Define business problems, target audiences, desired performance, success measures, and constraints before solution design begins.

• Mobilize and guide cross-functional teams across learning strategy, design, delivery, operations, technology, communications, change, and external partners.

• Communicate strategy, progress, decisions, risks, and required actions clearly to stakeholders at all levels.

Measurement, Impact, and Continuous Improvement

• Define meaningful measures that connect capability investments to business, talent, learner, adoption, and performance outcomes.

• Use data and stakeholder insights to evaluate impact and advise leaders on risks, trade-offs, improvement opportunities, and whether solutions should continue, expand, evolve, or retire.

• Champion responsible experimentation and adoption of new methods and technologies that improve access, speed, quality, personalization, and impact, and scale leading practices across L&D and Talent.

Enterprise and L&D Leadership

• Serve as a key member of the L&D leadership team, contributing to enterprise strategy, priorities, governance, and organizational performance.

• Lead or sponsor enterprise initiatives requiring coordination across businesses, functions, or geographies.

• Champion modernization through stronger capability consulting, integrated workflows, meaningful measurement, and effective use of technology.

• Balance business and enterprise priorities, challenge siloed approaches, and facilitate timely decisions with senior stakeholders.

• Model RSM’s 5 C behaviors by being caring, collaborative, courageous, curious, and an exemplary critical thinker.

People Leadership

• Build and develop a high-performing, inclusive team of learning professionals focused on business outcomes.

• Serve as a performance advisor to Managers and/or Associate Directors based on business need and organizational design.

• Delegate meaningful work, provide timely feedback, address performance gaps, and support career development and succession.

• Strengthen the team’s business acumen, consulting capability, learning expertise, change leadership, and data fluency while fostering collaboration, continuous learning, thoughtful challenge, and responsible innovation.

Required Qualifications
Education and Experience

• Bachelor’s degree or equivalent relevant experience required; advanced degree in learning, organizational development, business, talent management, or a related field preferred.

• Typically 12+ years of overall experience, with significant relevant experience in learning and development, capability building, performance consulting, organizational effectiveness, talent, or a related discipline.…