Lead Learning & Development Partner

As our Lead Learning & Development Partner, you'll be the first dedicated L&D hire at Focused Energy and will have the opportunity to build the function from the ground up. This is a build from zero, sequenced for impact rather than a catalogue of offerings. You'll own manager development, a shared picture of the skills the organization has and needs, the learning infrastructure that makes learning findable and current, successor readiness for the roles that matter most, and the knowledge management work that keeps technical and scientific expertise from leaving with the person who holds it.

You'll work closely with People Business Partners, functional leads, People Operations, and the Strategic People Projects Partner, and you'll partner with subject matter experts across the organization as co-authors of the learning that translates deep technical and scientific knowledge into something usable by the people who need it.

This is a highly hands on role. We're looking for someone who brings a strong point of view, can operate independently, and is excited to determine what great learning looks like at Focused Energy, and then make it happen.

• Build and own the L&D function at Focused Energy, from diagnosing organizational needs through designing, delivering, and continuously improving learning programs.
• Design and run manager development: frameworks, content, cohorts, and ongoing support for people managers at every level.
• Own the skill map: the critical skills per function and level, where Focused Energy stands today and where the gaps are, kept current together with functional leads.
• Design skill development: learning paths that close those gaps, spanning technical and scientific depth as well as leadership, built with subject matter experts as co-authors rather than external content alone.
• Own succession planning for critical roles: successor pipelines, readiness reviewed together with People Business Partners and the VP People, and the development plans that follow from that review.
• Build the learning infrastructure, including platform selection, setup, and content that stays findable and current.
• Own the capability track of onboarding, so new joiners understand how Focused Energy works within their first 30 days, in partnership with People Operations, which keeps the administrative side of onboarding.
• Own knowledge management: capturing technical and scientific expertise so it doesn't leave the organization when the person who holds it does.
• Use feedback, data, and observation to evaluate learning effectiveness, and be willing to stop investing in programs that aren't creating meaningful impact.
• Partner with People Business Partners on the parts of succession and skills work that draw on the performance picture they hold, and with the Enablement & Analytics team so skill and succession data live in the People reporting layer.
• Partner with the Strategic People Projects Partner on leadership program builds that run as joint projects.
• Bring recommendations and a clear point of view on L&D priorities, sequencing, program design, and infrastructure rather than waiting for direction.