LEARNING BUSINESS PARTNER RESUME EXAMPLE

Job Summary: 

• Work collaboratively with a wide range of internal stakeholders to understand and oversee product, technical, and process training requirements for internal transformation programmes.
• Work closely with key stakeholders across business leadership teams, within HR, and the Close Brothers Group to regularly review the overall learning agenda, identify short and long term learning needs, and work collaboratively to deliver relevant solutions.
• Design and delivery of appropriate learning solutions, including product, technical, and behavioural development utilising the 70/20/10 framework and learning management system, as well as practical and engaging workshops.
• Drive innovative learning intervention design, including blended and digital learning.
• Manage and support members of the L&D team.
• Liaise with third-party suppliers and internal subject matter experts to keep course content up to date and aligned with the business strategy.
• Ensure the business induction programme for new starters is kept current.
• Identify opportunities to recruit for and support entry-level programmes
• Key facilitator and ambassador to embedding and sustaining CBAM core values
• Identify coaching and mentoring requirements in development discussions with the HRBPs and business leadership teams, and facilitate the implementation of these relationships.
• Work closely with the Compliance team to ensure T&Cs for regulated individuals are incorporated into appropriate learning interventions
• Manage the learning and development budget to ensure effective solutions are delivered and continually measured.

Skills on Resume: 

• Stakeholder Collaboration (Soft Skills)
• Learning Design (Hard Skills)
• Facilitation Skills (Soft Skills)
• Digital Learning (Hard Skills)
• Team Leadership (Soft Skills)
• Vendor Management (Hard Skills)
• Budget Management (Hard Skills)
• Coaching Mentoring (Soft Skills)

Job Summary: 

• Understand the global business context and translate the trends into OD and learning implications 
• Act as a consultant and source of knowledge to the business in his/her area of expertise 
• Conduct strategic processes and sessions in his/her area of expertise (relevant mainly to the OD BP and Learning BP) 
• Engage and partner with a variety of stakeholders in the BG and in corporate to leverage successful performance in the units
• Proactively diagnose the organizational challenges and opportunities for learning and/or development, tailoring solutions for specific local needs.
• Balance unique BU needs with corporate initiatives and strategy to create optimal solutions and plans
• Own end-to-end processes and perspective of change, to optimally address business needs 
• Manage programs in his/her area of expertise, based on needs analysis and Amdocs strategic directions.
• Manage and govern BG and Cross units projects, including budget allocation and prioritization
• Develop and structure tools for accelerating professional and/or leadership capabilities.
• Develop the organizational capability for change, transformations, restructurings, and PMI (Post-Merger Integration)
• Implementation Partner with the corporate teams to build relevant and best-in-class tools and methodologies, and implement them in the business.
• Implement top-down initiatives, while customizing and adapting to local characteristics and capacity (relevant mainly to the OD BP and Learning BP) 
• Implement new learning solutions that meet business objectives and targets within a specific unit (relevant mainly to the LPgL)
• Integrate and synchronize learning solutions with internal colleagues (relevant to the LPgL)
• Prepare and present presentations, dashboards, and status reports to the business middle management (relevant only to the LPgL)

Skills on Resume: 

• Organizational Development (Hard Skills)
• Strategic Consulting (Soft Skills)
• Stakeholder Partnership (Soft Skills)
• Needs Analysis (Hard Skills)
• Change Management (Hard Skills)
• Program Management (Hard Skills)
• Capability Development (Hard Skills)
• Executive Communication (Soft Skills)

Job Summary: 

• Be responsible for business partnering and managing relationships of internal customers, accounts, and being the dedicated point of contact with the assigned account
• Manage communication with business stakeholders, including learning prioritization and budget/planning decisions
• Connect with external vendors to support and scale the Learning and Training activities
• Manage the global learning intake process, acting as the Project Manager for all related requests
• Update relevant stakeholders and team members on the project progress
• Lead preparation and delivery of project status presentations to stakeholders
• Work with the business stakeholders to ensure that agreed Learning solutions are designed and deployed within regions as planned to achieve the required business outcomes
• Identify and assess skills needs (or engage Content Design colleagues) to ensure root causes are identified and determine the optimal learning solutions
• Connect with business stakeholders to drive learning needs analysis, recommend solutions that meet their needs, and contribute to the organization's overall development
• Evaluate the effectiveness of learning solutions, comfortable working with analytics within the L&D team
• Take responsibility to lead cross functional Learning key projects and initiatives outside of day to day business partnering
• Liaise with third-party suppliers and act as a project manager/coordinator of activities
• Effectively collaborate and build relationships with other members of the Learning and Talent community

Skills on Resume: 

• Business Partnering (Soft Skills)
• Project Management (Hard Skills)
• Stakeholder Communication (Soft Skills)
• Vendor Management (Hard Skills)
• Learning Analytics (Hard Skills)
• Needs Analysis (Hard Skills)
• Cross-Functional Collaboration (Soft Skills)
• Presentation Skills (Soft Skills)

Job Summary: 

• Build and cultivate relationships with business partners and key stakeholders.
• Anticipate business unit needs and recommend effective solutions to achieve business unit goals and strategic objectives.
• Coach senior and mid-level leaders and provide them with recommendations for actions to improve organizational performance.
• Demonstrate business knowledge, exhibit skills for agility, and act as an adaptable, flexible resource.
• Consult with business leaders on existing or anticipated learning and performance gaps.
• Offer insight into role-specific training plans (new hire and continuous) and ensure adoption of global standards.
• Identify and define success measures for interventions.
• Propose effective learning interventions to enhance associates' performance and business results in line with business unit strategies and goals.
• Identify and recommend other interventions needed to enhance associate performance, such as role clarification and process standardization.

Skills on Resume: 

• Stakeholder Management (Soft Skills)
• Business Acumen (Soft Skills)
• Leadership Coaching (Soft Skills)
• Performance Consulting (Soft Skills)
• Learning Strategy (Hard Skills)
• Needs Diagnosis (Hard Skills)
• Measurement Design (Hard Skills)
• Solution Recommendation (Soft Skills)

Job Summary: 

• Gather and analyze data, report findings, and communicate suggested actions continuously.
• Solicit management feedback and coaching on performance improvement strategies.
• Assume responsibility for ensuring identified needs are fulfilled, and the desired impact is achieved, or transition this responsibility to appropriate groups (e.g., Information Development Services, Global Talent and Learning, Sales Learning).
• Provide a single point of continuity for business partners.
• Communicate the Business Unit's needs and ensure that Enterprise Learning strategies, goals, and priorities are in alignment.
• Regularly update Business Units on learning opportunities and services available through Enterprise Learning, Global Talent and Learning, Sales Learning, and other ADP organizations.
• Partner with BU Shared Support Teams to tailor global and learning initiatives to the unique needs of each BU.
• Promote relevant learning offerings and drive adoption and impact.
• Drive the change management agenda for the business.
• Project manage Learning projects through full Project Management methodologies and processes from intake to evaluation, ensuring milestones and objectives are met.

Skills on Resume: 

• Data Analysis (Hard Skills)
• Performance Consulting (Soft Skills)
• Stakeholder Partnership (Soft Skills)
• Change Management (Hard Skills)
• Project Management (Hard Skills)
• Business Alignment (Soft Skills)
• Learning Promotion (Soft Skills)
• Continuity Management (Soft Skills)

Job Summary: 

• Creating an annual training strategy through partnership with multiple stakeholders across UKI to deliver against learning and skills objectives
• Managing the UKI training budget, allocating a budget per Talent Community (TC) depending on training needs and resources available, and tracking training spend through the year.
• Working with the TCs to address any changes to training needs, monitor uptake of training, and cascade communications so that employees are aware of upcoming training
• Ensuring the regional schedule for all agreed training, including organising and upskilling instructors, booking dates and venues.
• Coordinating global training available for UKI, monitoring attendance to ensure chargeability impact is balanced with business need.
• Attending monthly capability meetings to report to UKI Leadership on key training metrics such as Microsoft Certifications and Priority Skills improvement, and creating regional initiatives to drive uptake on these.
• Liaising with offshore shared services, Talent Acquisition, and ITS teams before the first day to ensure that new joiners are set up correctly in the system.
• Overseeing the organisation and shaping of sessions, including the review of any new joiner communications, leading sessions, monitoring feedback, and implementing changes
• Attending monthly regional training coordinator meetings to share and provide onboarding feedback to make improvements to the pre-joiner and new joiner experience
• Creating and leading onboarding for Graduates, Apprentices, and other creative talent pools coming into Avanade outside of the regular bi-monthly
• Liaising with apprentice training provider and internal stakeholders to identify a suitable training pathway and managing related contractual documentation
• Leading the organisation of the annual Soltech event in June, always looking for new ways of making this innovative and fun
• Leading the organisation of promotion celebration sessions each year (year-end and mid-year), which includes handling contractual documentation with the training provider, and coordinating the schedule with internal presenters

Skills on Resume: 

• Training Strategy (Hard Skills)
• Budget Management (Hard Skills)
• Stakeholder Coordination (Soft Skills)
• Program Scheduling (Hard Skills)
• Learning Analytics (Hard Skills)
• Onboarding Design (Hard Skills)
• Vendor Management (Hard Skills)
• Event Leadership (Soft Skills)

Job Summary: 

• Support the roll-out of new and existing learning programs, including onboarding, and manager and associate support
• Work with Portfolio Manager and Delivery Manager to assess and schedule program maintenance based on learning feedback, as well as product and process updates
• Collaborate with Learning Operations to build and update learning paths in the LMS (Learning Management System)
• Support Enterprise Learning Business Partners with managing learning projects, including project intake, scoping, project kick-off, and SME coordination, as well as project roll-out and communication.
• Work with Learning Business Partners to track and report on EL and BU-related metrics and communicate the value and impact of EL programs and interventions.
• Gather and analyze feedback and data, document findings, and communicate suggested actions continuously.
• Support Enterprise Learning Business Partners with business stakeholders on existing or anticipated learning and performance gaps.
• Participate in business needs assessment and discovery sessions.
• Collaborate with Learning Business Partners in gathering and analyzing business and performance data to identify performance gaps and opportunities
• Assist in identifying business unit needs and recommending and designing effective learning and non-learning solutions to achieve business unit goals.
• Support Learning Business Partners in promoting relevant learning offerings and support businesses in driving adoption and impact of both role-specific and non-role-specific learning.
• Represent EL at PMO-led product readiness meetings, and communicate and coordinate action steps with the Portfolio Manager and other Learning Business Partners
• Build and cultivate relationships with business partners and key stakeholders.
• Attend BU-specific meetings based on business needs and priorities.
• Provide a single point of continuity for front-line leaders and associates.
• Build business knowledge and demonstrate agility to address business questions and requests by acting as an adaptable, flexible resource.
• Address questions from stakeholders related to the EL training offering to address identified learning and performance needs

Skills on Resume: 

• Learning Operations (Hard Skills)
• LMS Management (Hard Skills)
• Project Coordination (Hard Skills)
• Data Analysis (Hard Skills)
• Needs Assessment (Hard Skills)
• Stakeholder Collaboration (Soft Skills)
• Business Agility (Soft Skills)
• Communication Skills (Soft Skills)

Job Summary: 

• Facilitate the Learning process with the business to develop an annual learning agenda.
• Curate a coherent learning experience for the end users in the bank by leveraging different functions within the L&D team (i.e., Learning Portfolio and Learning Delivery).
• Partner with the HRBP and the business units to deliver learning needs analysis in a consistent and standard manner.
• Address and guide immediate learning requests, triage learning requests to assess which interventions
• Actively partner with the OE team to ensure alignment on talent management and development practices.
• Manage the learning budget for the account they are assigned to.
• Drive the Learning Review and Portfolio review process to influence Learning Portfolio Managers into updating and revising learning content
• Translate business problems into learning opportunities, and influence the portfolio to shift alongside the business direction
• Monitor the delivery of the learning agenda through a learning calendar in partnership with the Learning Delivery Team.
• Adjust the plan depending on new information/learning needs.
• Leverage learning data and translate them into reports that can help the HRBPs and the business generate insights that will aid in improving capabilities within the bank.
• Co-create immediate, non-content-specific interventions (LT workshops, team-building design) that will drive performance in the business.
• From time to time, act as a training facilitator for certain programs developed by the bank.

Skills on Resume: 

• Learning Strategy (Hard Skills)
• Needs Analysis (Hard Skills)
• Stakeholder Partnership (Soft Skills)
• Budget Management (Hard Skills)
• Learning Portfolio (Hard Skills)
• Data Reporting (Hard Skills)
• Performance Consulting (Soft Skills)
• Training Facilitation (Soft Skills)

Job Summary: 

• Promote the Learning and Development function as a service for learning, talent, and performance management, including onboarding and induction, talent and performance management, leadership and management, diversity and inclusion, and service excellence.
• Partner with the business to understand the learning, talent, and performance management requirements for the coming year to support the strategy, advising on prioritization and how the learning will be implemented with resource/budget available
• Actively collaborate with the leadership population to provide consultancy, design, and delivery in a range of learning interventions that enable the delivery of the business strategy.
• Provide coaching and advice to leaders, enabling them to identify their own opportunities for development.
• Carry out effective training needs analysis, challenging colleagues as to the appropriateness and urgency of training solutions
• Be an expert facilitator and communicator when working with groups to achieve specified outcomes
• Champion the 'moments that matter' throughout the Colleague Experience lifecycle, advocating for self-led learning and a culture of continuous professional development
• Proactively manage the apprenticeship opportunities as well as the Clinical Leadership programmes available within Bupa, and work with the business to further utilise these opportunities
• Demonstrate a commercial awareness in all activities undertaken
• Contribute to managing the training budget by ensuring cost effectiveness of learning and development solutions and being conscious of containing the cost base

Skills on Resume: 

• Learning Consultancy (Soft Skills)
• Training Needs (Hard Skills)
• Leadership Coaching (Soft Skills)
• Facilitation Skills (Soft Skills)
• Stakeholder Partnership (Soft Skills)
• Commercial Awareness (Soft Skills)
• Program Management (Hard Skills)
• Budget Management (Hard Skills)

Job Summary: 

• Analyze business needs and be a guardian of compliance
• Develop learning solutions and craft implementation strategies
• Engage in effective client governance, presenting reports and proposals to drive kpi targets
• Manage training budget requirements
• Lead training projects in partnership with operations and support functions
• Consult on continuous improvement initiatives and establish best practices
• Cultivate strong relationships with training vendors and partners
• Lead and manage a team of Learning Business Partners
• Defining and owning a capability-led learning strategy aligned to business needs and aligned with the learning centre of expertise strategy
• Utilise the design and enablement teams to deliver and facilitate the increased use of digital learning interventions

Skills on Resume: 

• Compliance Management (Hard Skills)
• Learning Strategy (Hard Skills)
• Client Governance (Soft Skills)
• Budget Management (Hard Skills)
• Project Leadership (Soft Skills)
• Continuous Improvement (Hard Skills)
• Vendor Management (Hard Skills)
• Team Leadership (Soft Skills)

Job Summary: 

• Partner with the business by understanding their goals, priorities, and performance metrics
• Proactively identify potential learning opportunities by regularly conducting needs analysis
• Validate the client’s learning requests by diving deep into the potential performance gap
• Communicate validated client requests with the Learning Experience Design team to design and develop the relevant learning solution
• Follow through with the implementation of learning solutions and remove barriers to completion
• Promote adoption of intended knowledge, skills, and behaviors across target learners
• Measure and report the impact of implemented learning solutions
• Drive the annual plan around curriculum management from new development to retiring content, and manage the learning/talent budget
• Develop, analyse, and provide meaningful information to measure the effectiveness of the learning strategy, demonstrating ROI

Skills on Resume: 

• Business Partnering (Soft Skills)
• Needs Analysis (Hard Skills)
• Performance Diagnosis (Hard Skills)
• Learning Design (Hard Skills)
• Implementation Management (Hard Skills)
• Adoption Management (Soft Skills)
• Impact Measurement (Hard Skills)
• Curriculum Management (Hard Skills)

Job Summary: 

• Dive deep into role and job level learning needs with leadership teams.
• Deep dive into talent supply chain, including identifying transitional development paths for critical roles.
• Partner with relevant teams to identify and/or create new solutions when there are no known solutions that address needs, and based on business priorities.
• Close talent gaps, launch and drive the adoption of scalable solutions that address talent development needs.
• Dive deep into participant behavior at role and job level (e.g., who is/isn't engaging and why, provide trends) through 1:1s with the leadership team, employee round tables, etc.
• Drive program adoption and engagement through an action plan based on the data and insights collected.
• Build relationships and engage with leadership teams, HR, talent development champions, and central teams to drive program adoption and engagement.
• Ensure continual review of the curriculum to ensure it remains relevant, innovative, and adapts to the evolution of the working world, promoting diversity as a common theme through all solutions

Skills on Resume: 

• Learning Needs (Hard Skills)
• Talent Pipeline (Hard Skills)
• Solution Design (Hard Skills)
• Gap Analysis (Hard Skills)
• Behavior Analysis (Hard Skills)
• Program Adoption (Soft Skills)
• Stakeholder Engagement (Soft Skills)
• Curriculum Review (Hard Skills)

Job Summary: 

• Understand and drive the implementation of a business unit-specific learning strategy aligned to the Centre of Excellence learning strategy.
• Lead the planning and participation of an annual learning needs analysis
• Bring an expert view, participate in Design and Delivery team projects to ensure business solutions are innovative and practical, and aligned to business objectives.
• Lead on business unit competency projects, and represent the business area in projects for business-driven technical curriculum.
• Design and delivery project meetings to ensure alignment with client needs.
• Ensure the business unit's technical learning curriculum and wider suite of development solutions remain relevant and are able to adapt to changing business requirements.
• Collaborate closely with design and delivery teams to ensure the business agenda for technical training remains on track and aligned to the Learning business case goals
• Connect with talent community leaders and members to drive uptake of learning opportunities and understand future learning needs
• Help the people build capability around key partner platforms

Skills on Resume: 

• Learning Strategy (Hard Skills)
• Needs Analysis (Hard Skills)
• Curriculum Management (Hard Skills)
• Competency Frameworks (Hard Skills)
• Stakeholder Collaboration (Soft Skills)
• Project Leadership (Soft Skills)
• Capability Building (Hard Skills)
• Learning Facilitation (Soft Skills)

Job Summary: 

• Attend functional meetings, conduct training and learning needs analysis for the function, collect user requirements, get a good understanding of new and upcoming needs, do a gap assessment, and work with the team to bring the required training to the function.
• Be responsible for Training Portfolio Management, including Portfolio strategy, Future business needs analysis, and Portfolio Governance for the MA or PV function
• Be responsible for Training Change Management, working with key stakeholders to bring about awareness of new training approaches, new platforms, and facilitate their adoption
• Develops communication strategies for communicating current and new trainings, management and maintenance of communities’ platforms, and branding for the respective MA or PV function
• Works closely with Lead and Learning Business Portfolio and Communications Lead to develop overall business strategy, keeping in mind stakeholder requirements, budgets, and future organization needs
• Identifies, initiates, and implements mechanisms/tools/processes for learning and communication initiatives to build “Best in Class” practices.
• Lead learning and development initiatives for Central Teams.
• Partner with senior leaders to understand the development landscape in their business, address immediate development needs, and plan for future growth.
• Partner with other internal teams to champion the learner experience and improve development offerings.
• Own the end-to-end development and execution of new learning interventions across multiple business lines/regions.
• Promote the adoption of core development opportunities to learners and remove barriers to completion.
• Evaluate and resolve learner problems quickly.
• Engage in the cultural change towards leaders as coaches and a deliberately developmental approach to leadership through the bespoke Leadership Capability Framework (LCF)
• Roll out the AFCA Enterprise Leadership approach
• Project manage the development and delivery of an assessment and diagnostic approach across selected cohorts
• Work closely with Business Leaders, Subject Matter Experts, P&C Business Partners, and key stakeholders in leadership development, performance management approaches, and coaching
• Build and coach strong relationships with all stakeholders
• Plan, coordinate, and support L&OD projects, and complete learning needs analysis by the Learning Business Partners, to meet business deliverables, timescales, and agreed learning and development objectives, and maximise organisational learning outcomes
• Build and maintain effective working relationships with L&OD, HR colleagues, and business managers to ensure the effective delivery of L&OD activity and promotion of the department
• Process and manage purchase orders and invoices for the Learning Business Partner team, ensuring accurate and timely payment of suppliers and alignment to company standards and timescales

Skills on Resume: 

• Training Portfolio (Hard Skills)
• Needs Analysis (Hard Skills)
• Change Management (Hard Skills)
• Stakeholder Partnership (Soft Skills)
• Learning Strategy (Hard Skills)
• Communication Planning (Hard Skills)
• Project Management (Hard Skills)
• Leadership Coaching (Soft Skills)