Job DescriptionTalent Leader- Learning and DevelopmentWilmington, Delaware
Hybrid Work Model (3 days onsite/ 2 days remotely)
Monday-Friday, 8am-5pm ET
Reporting to: Global Head of Learning & Development
Level: Expert Talent Partner
This is a L&D leadership role within our Global Learning & Development team. You will collaborate with the leadership of Business Unit / Shared Services to shape and deliver the learning agenda across multiple countries - combining facilitation, program management, business consulting, learning advisory, and people leadership of L&D team.
Role PurposeYou are responsible for shaping and delivering learning solutions that build capability, accelerate performance, and enable business outcomes across multiple countries and business areas. Reporting to the Global Head of Learning & Development this role operates as a business consultant and learning advisor - diagnosing capability needs with senior leaders, designing fit-for-purpose programs, implementing learning interventions and measuring for needed outcomes. It also leads and develops a network of facilitators and L&D contributors aligned to the BU/SS agenda.
Key ResponsibilitiesLead and develop the BU/SS L&D agenda- Create and implement the L&D strategy, plan, and roadmap in collaboration with the assigned Business Units / Shared Services, aligned to enterprise priorities
- Lead, coach, and develop the team of Talent Partner, facilitators, L&D contributors supporting the BU/SS
- Build a high-performing, collaborative team culture that prioritizes business outcomes over just activities
- Set clear performance expectations, provide regular feedback, and develop future L&D talent
Operate as a business consultant and learning advisor- Engage directly with BU/SS leaders to diagnose capability needs before defaulting to a learning solution
- Serve as the trusted advisor for all learning, development, and capability-building initiatives within the BU/SS
- Translate business priorities into clear learning outcomes - and push back when a learning initiative is not the right fix
- Communicate L&D plans in business language: capability gaps, pipeline risk, performance lift, and speed to readiness
Partner with People and Culture BPs and the Business to design learning solutions- Partner with P&C Business Partners to assess learning needs across the BU/SS and co-design execution plans
- Collaborate with cross-functional teams to design and implement learning solutions that scale across geographies
- Leverage the COEs within Global L&D to bring specialist capability and deliver scaled impact to the BU/SS
- Engage closely with BU/SS stakeholders to ensure learning solutions are practical, adopted, and embedded into the way work gets done
Facilitate and program manage learning initiatives- Facilitate flagship talent and leadership development programs for the BU/SS
- Oversee end-to-end program management of learning initiatives - planning, logistics, learner experience, and reporting
- Drive program impact and effectiveness; champion a culture of continuous improvement through structured measurement and feedback
Support broader talent and culture initiatives- Provide support for adjacent talent priorities including Colleague Experience, Talent Management, Culture, Diversity & Belonging, and Change Management
- Contribute to other enterprise initiatives where L&D plays an enabling role
- Reinforce CSC values, leadership behaviors, and culture through every learning touchpoint
- Contribute to cross-functional projects within global L&D - program design, content curation, instructional design, and vendor partner management as required
- Identify innovative, engaging, and cost-effective methods to learn and develop talent at scale
- Bring external benchmarks and emerging practices into the BU/SS learning agenda
Use data, analytics, and dashboards to inform L&D- Use tools, processes, data, analytics, and dashboards to support, report on, and inform L&D practices and programs
- Track learning outcomes and business impact - not just activity and attendance
- Provide BU/SS leaders with clear, evidence-based views of capability progress
- Maintain audit-ready records, certifications, and reporting for mandatory and regulated learning
Your Profile- 15-18 years of proven experience in Learning & Development, Talent Business Partnership at a senior level
- Experience leading, coaching teams of facilitators, L&D professionals
- Strong consulting skills - able to diagnose business problems and translate them into clear learning outcomes
- Knowledge of effective learning and development methods, including digital and AI-enabled approaches
- Excellent communication and negotiation skills; sharp business acumen and the ability to build winning partnerships with senior leaders, Business partners, internal trainers, and external vendors
- Strong program management skills with attention to detail and the ability to handle multiple programs in a fast-paced environment
- A proactive, team-oriented approach and the ability to work effectively across cultures and geographies
How Success Is Measured- Measurable improvement in targeted capability gaps within the BU/SS post program delivery
- Leadership and talent pipeline readiness improve year-over-year in BUs and Shared Services served
- Business leader satisfaction with L&D as a strategic partner, not just a delivery function
- Full compliance with statutory and regulatory learning obligations across all countries served
- High engagement and completion rates driven by design quality and relevance, not mandatory enrolment
- Strong team health and capability growth within the extended L&D team
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