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The Learning Consultant is a senior individual contributor within U.S. Bank's Enterprise Learning & Development organization, embedded within the Technology Learning and Digital/Product Learning practices. This role serves as the primary learning strategist and business-facing partner for assigned technology and digitaldomains — owningthe end-to-end learning strategy and acting as the face of Learning & Development to business stakeholders, with a primary focus on Artificial Intelligence (AI) literacy, adoption, and upskilling.

The Learning Consultantsupports mid-sized client groups and supports enterprise, strategic initiatives in partnership with Sr. Learning Consultants. This positionpartners with instructional designers, content developers, vendors,project managers,and facilitators to bringlearning productsto life. This positionisa highly visible, consultative role that requirescredibility with Technology leaders, a strong point of view on capability development, and the ability to translate complex business needs into actionable learning strategies.

Key Responsibilities

Learning Strategy & AI Upskilling

• Executethe learning strategy for assigned Technology Learning andDigital/Product business lines and their strategicroadmap for capability development.

• Supportenterprise-wide AI upskilling strategy spanning foundational AI literacy, role-based application tracks, and advanced practitioner pathways — aligned to U.S. Bank's AI adoption goals and regulatory environment.

• Conduct ongoing strategic needs assessments in partnership withSr. Learning Consultants andbusiness leaders toidentifyskill gaps, prioritize learning investments, and define success metrics.

• Contribute to adynamic AI Learning Strategy and Roadmap that reflects emerging tools (e.g., Microsoft Copilot, generative AI platforms), evolving roles, and the competitive talent landscape.

• Stay current on AI trends, responsible AI practices, and the evolving skills landscape; translate insights into proactive, forward-looking learning strategies before business partners feel the need.

Business Partnership & Stakeholder Consulting

• Serve asone of theL&D pointsof contact and trustedadvisorfor Technology, Digital, Product, and Data & Analyticsleaders — owningthe relationship andrepresentingthe full capabilities of the L&D organization.

• Proactively engage stakeholders to surface emerging capability needs, influence learning investment decisions, and ensure learning strategy is integrated into broader talent and business plans.

• Partner with Sr. Learning Consultants to translateambiguous business challenges into clearly scoped learning solutions; build compelling business cases and gain executive sponsorship for strategic programs.

• Represent Learning & Development in cross-functional AI working groups, technology leadership forums, and governance councils — bringing a credible L&D perspective to enterprise-level conversations.

• Partner with HR Business Partners, Talent Management, and Workforce Planning to connect learning strategy to career architecture, succession planning, and organizational capability goals.

Solution Ownership & Vendor Orchestration

• Supportthe learning solution architecture for assignedbusiness lines—working with Instructional Designers todeterminethe right mix of modalities, vendors, internal resources, and platforms to meet strategicobjectives.

• Commission and direct instructional designers, content developers, and external vendors to execute against the defined strategy; provide clear briefs, feedback, and quality standards.

• Manage vendor and third-party partner relationships — evaluating offerings, negotiating scope, and holding partners accountabletooutcomes.

• Provide insights into thelearning portfolio for Technology and Digital/Product audiences, ensuring contentremainscurrent, relevant, and aligned to business priorities.

• Partner with Sr. Learning Consultants to evaluateemerging learning technologies and AI-powered tools; make recommendations on platform investments and capability expansions that serve the strategy.

Measurement, Insights & Continuous Improvement

• Define KPIs and evaluation frameworks for all learning strategies; own the narrative on learning effectiveness and business impact for assigned domains.

• Synthesize data from multiple sources (LMS/LXP analytics, stakeholder feedback, business performance indicators) to generate insights and continuously evolve the learning strategy.

• Provide insights to produceexecutive-ready reporting and strategic recommendations;maypresent to senior leaders and L&D leadership on program performance, emerging needs, and investment priorities.

• Identifyand escalate risks to learning strategy execution;recommendmitigation plans and communicate proactively with stakeholders.

Preferred Qualifications

- Demonstrated knowledge of AI/ML concepts, generative AI tools, and their business application; ability to engage credibly with technical stakeholders on AI topics

- Proventrack recordofsupportinglearning strategy at an enterprise or large business unit scale

- Experience directing vendors, instructional designers, or content partners to execute learning solutions; ability to provide clear creative and strategic direction

- Excellent written and verbal communication skills; ability to build compelling narratives and business cases for learning investments

-Master's degree in Organizational Development, Business Administration, or a related field

- Certification in talent development strategy (e.g., ATD CPTD), consulting, or AI/data literacy (e.g., Google AI Essentials, Microsoft AI-900)

- Experience in financial services, banking, or a similarly regulated industry

-Familiarity with Microsoft Copilot, Azure AI Studio, or similar enterprise AI platforms and their workforce adoption patterns

- Experience with Learning Experience Platforms (LXP), skills intelligence tools, or AI-powered learning technologies from a strategy and governance perspective

- Background working alongside or embedded with Technology, Digital, and Productorganizations as an HR/L&D business partner

- Experiencedemonstratingstrong executive presence andbuildingmulti-year learning roadmapsforsenior leadership

The role offers a hybrid/flexible schedule, which means there's an in-office expectation of 3 or more days per week and the flexibility to work outside the office location for the other days.