Uses business insight and data to identify capability gaps and determine the right response across learning, workflow, leadership routines, technology enablement or hiring.
Translates transformation priorities into a sequenced capability agenda with clear trade-offs.
Guides leaders toward practical solutions that balance impact, feasibility and speed to value.
Shape practical solutions
Brings together internal experts, enterprise content, communities and external partners to create practical, scalable solutions.
Uses AI-enabled approaches, including simulation, adaptive pathways, personalized coaching and in-workflow prompts, to build capability closer to the work.
Owns onboarding and early-tenure capability for assigned populations, helping colleagues reach proficiency sooner.
Designs solutions that managers can reinforce through team routines, systems and development conversations.
Scales delivery globally by building regional SME and facilitator capability and adapting for time zones, languages and regulatory requirements.
Partners with Compliance, Criteria, IBCO and functional SMEs to ensure regulated learning is accurate, appropriately targeted and supported by audit-ready evidence.
Delivers practical solutions early and improves them through feedback, adoption data and outcomes, while managing vendors, scope and budgets.
Advises the business on how AI is changing roles, where human judgment matters most and how colleagues can adopt new ways of working responsibly.
Show progress with evidence
Agree success measures with sponsors early, so the team is clear on what progress should look like.
Use completion and satisfaction data as supporting indicators, while prioritizing evidence of adoption, behavior change, time to proficiency and business impact — except where completion is itself the regulatory requirement.
Build the skills infrastructure that makes progress visible — owning the system rather than individual programs: skills tagging, proficiency mapping, and alignment to the enterprise taxonomy and job-family work.
Connect capability evidence to workforce decisions — mobility, bench strength and succession — so learning informs talent strategy rather than trailing it.
Use evidence to improve, redesign or thoughtfully conclude work where another approach would create more value.
Share concise, executive-ready readouts that tell a clear story of progress, learning and recommended next steps.
Compensation/Benefits Information: (This section is only applicable to US candidates)
S&P Global states that the anticipated base salary range for this position is $104,435 to $180,000 USD. Final base salary for this role will be based on the individual’s geographic location, as well as experience level, skill set, training, licenses and certifications.
In addition to base compensation, this role is eligible for an annual incentive plan.
This role is eligible to receive additional S&P Global benefits. For more information on the benefits we provide to our employees, please click here.
What We’re Looking For
We are looking for someone who brings a strong mix of business curiosity, learning expertise, relationship-building and delivery discipline.
Functional and Business Knowledge
Strong knowledge of adult learning and capability building, with the judgment to test requests against the underlying business need.
Strong business acumen and understanding of analytical, commercial and operations roles, including the realities of their day-to-day work.
Maintains an external perspective on emerging capability, learning and AI-enabled practices, applying relevant insights within Ratings.
Practical AI fluency, with experience using AI to improve how capability is built, delivered or measured.
Experience with skills frameworks, learning data and platform analytics, translating insights into clear actions and measurable outcomes.
Understanding of financial services and regulated learning environments, including the evidence required to support regulatory obligations.
Problem Solving
Able to diagnose the underlying constraint and choose the most effective solution based on impact, feasibility and speed to value.
Able to influence views, processes and behaviors across the business globally, without formal authority.
Comfortable with ambiguity and competing priorities, and able to make clear, well-reasoned trade-offs.
Partnership and Influence
Engages senior leaders as a trusted capability partner, bringing a clear point of view while listening carefully and aligning stakeholders around shared business outcomes.
Partners across Compliance, IBCO, Criteria, People Partners, and Enterprise Talent and Skills teams.
Manages external vendors and partners, while building internal SME and facilitator capability across regions.
Represents Ratings Learning in cross-divisional and enterprise forums.
Typical Scope & Impact
Advances Learn Forward and Ratings of the Future, including the skills and proficiency architecture that underpins the transformation.
Owns a portfolio of capability problems end-to-end, each with a sponsor-agreed measure.
Connects S&P Global’s purpose and values to practical capability solutions and the day-to-day work of the teams supported.
Operates as an individual contributor, delivering through influence, vendors, and global SME and facilitator communities.
Basic Required Qualifications
8+ years across some combination of capability building, learning and organizational development, management consulting, or a commercial or analytical business role — with real ownership of outcomes for senior audiences.
Evidence of diagnostic and consulting skill, including examples of clarifying the real business need and shaping it into a more effective solution than the one originally requested.
Track record of delivering practical solutions early and improving them through feedback, adoption data and outcomes.
Experience working across multiple regions and time zones in a matrixed, global organization.
Excellent written and verbal communication in English, with an executive register.
Additional Preferred Qualifications
Financial services, capital markets, credit or other regulated-industry experience, including exposure to mandatory or certification-based learning.
Skills-based talent approaches, job-family architecture, workforce planning or internal mobility.
Experience designing simulation, practice or coaching solutions at scale.
Experience designing onboarding or early-tenure programs measured on time to proficiency.
Experience developing internal facilitators and expert communities across regions.
Experience using customer feedback as an input to capability design.
Bachelor’s degree or equivalent practical experience.
Right to Work Requirements
This role is limited to persons with indefinite right to work in the United States.
Return to Work
Have you taken time out for caring responsibilities and are now looking to return to work? As part of our Return to Work initiative, Restart, we are encouraging enthusiastic and talented returners to apply, and will actively support your return to the workplace.
About S&P Global Ratings
At S&P Global Ratings, our analyst-driven credit ratings, research, and sustainable finance opinions provide critical insights that are essential to translating complexity into clarity so market participants can uncover opportunities and make decisions with conviction. By bringing transparency to the market through high-quality independent opinions on creditworthiness, we enable growth across a wide variety of organizations, including businesses, governments, and institutions.
S&P Global Ratings is a division of S&P Global (NYSE: SPGI). S&P Global is the world’s foremost provider of credit ratings, benchmarks, analytics and workflow solutions in the global capital, commodity and automotive markets. With every one of our offerings, we help many of the world’s leading organizations navigate the economic landscape so they can plan for tomorrow, today.
For more information, visit www.spglobal.com/ratings
What’s In It For You?
Our Mission
Advancing Essential Intelligence.
Our People
We're more than 35,000 strong worldwide—so we're able to understand nuances while having a broad perspective. Our team is driven by curiosity and a shared belief that Essential Intelligence can help build a more prosperous future for us all.From finding new ways to measure sustainability to analyzing energy transition across the supply chain to building workflow solutions that make it easy to tap into insight and apply it. We are changing the way people see things and empowering them to make an impact on the world we live in. We’re committed to a more equitable future and to helping our customers find new, sustainable ways of doing business. Join us and help create the critical insights that truly make a difference.
Our Values
Integrity, Discovery, Partnership
Throughout our history, the world's leading organizations have relied on us for the Essential Intelligence they need to make confident decisions about the road ahead. We start with a foundation of integrity in all we do, bring a spirit of discovery to our work, and collaborate in close partnership with each other and our customers to achieve shared goals.
Benefits
We take care of you, so you can take care of business. We care about our people. That’s why we provide everything you—and your career—need to thrive at S&P Global.
Our benefits include
Health & Wellness: Health care coverage designed for the mind and body.
Flexible Downtime: Generous time off helps keep you energized for your time on.
Continuous Learning: Access a wealth of resources to grow your career and learn valuable new skills.
Invest in Your Future: Secure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial wellness programs.
Family Friendly Perks: It’s not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families.
Beyond the Basics: From retail discounts to referral incentive awards—small perks can make a big difference.
For more information on benefits by country visit: https://spgbenefits.com/benefit-summaries
Global Hiring and Opportunity at S&P Global
At S&P Global, we are committed to fostering a connected and engaged workplace where all individuals have access to opportunities based on their skills, experience, and contributions. Our hiring practices emphasize fairness, transparency, and merit, ensuring that we attract and retain top talent. By valuing different perspectives and promoting a culture of respect and collaboration, we drive innovation and power global markets.
S&P Global has a Securities Disclosure and Trading Policy (“the Policy”) that seeks to mitigate conflicts of interest by monitoring and placing restrictions on personal securities holding and trading. The Policy is designed to promote compliance with global regulations. In some Divisions, pursuant to the Policy’s requirements, candidates at S&P Global may be asked to disclose securities holdings. Some roles may include a trading prohibition and remediation of positions when there is an effective or potential conflict of interest. Employment at S&P Global is contingent upon compliance with the Policy.
Recruitment Fraud Alert
If you receive an email from a spglobalind.com domain or any other regionally based domains, it is a scam and should be reported to reportfraud@spglobal.com. S&P Global never requires any candidate to pay money for job applications, interviews, offer letters, “pre-employment training” or for equipment/delivery of equipment. Stay informed and protect yourself from recruitment fraud by reviewing our guidelines, fraudulent domains, and how to report suspicious activity here.
Equal Opportunity Employer
S&P Global is an equal opportunity employer and all qualified candidates will receive consideration for employment without regard to race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, military veteran status, unemployment status, or any other status protected by law. Only electronic job submissions will be considered for employment.
If you need an accommodation during the application process due to a disability, please send an email to: EEO.Compliance@spglobal.com and your request will be forwarded to the appropriate person.
US Candidates Only: Know Your Rights: Workplace discrimination is illegal
10 - Officials or Managers (EEO-2 Job Categories-United States of America), HUMRES103.2 - Middle Management Tier II (EEO Job Group)
