Learning & Leadership Development Assoc Director

Learning & Leadership Development Market Learning Lead EMEA At-a-Glance Accountable for: The Market Learning Lead serves as the strategic bridge between Learning leadership, Market leadership, HR leadership, and business stakeholders. The role is responsible for translating enterprise and school strategies into market-relevant capability outcomes that accelerate business performance, workforce readiness, and talent growth, and vice versa. This leader develops a deep understanding of business priorities, workforce trends, talent challenges, growth opportunities, and strategic objectives across the Market and connects those needs to the full portfolio of Learning’s offerings. Success comes not from owning programs directly, but from influencing how Schools, Departments, and Capability Development teams come together to deliver the right learning solutions, experiences, and investments. The Market Learning Lead acts as a trusted advisor to senior business and HR leaders, helping them identify capability gaps, workforce risks, and future skill needs while shaping integrated learning strategies that support market objectives. They influence learning priorities across organizational boundaries, negotiate resource and investment decisions, and ensure the Market receives the most relevant combination of content, experiences, credentials, communities, coaching, and learning interventions. This role requires exceptional listening, stakeholder management, influence, and strategic consulting skills. The Market Learning Lead maintains visibility across all Schools and Departments, understands the complete learning ecosystem, and connects the dots between business priorities and learning opportunities to maximize impact and value. The role also plays a critical part in reinforcing learning as a key component of Accenture's Employee Value Proposition, helping leaders understand how learning, growth, career development, and skills-building contribute to talent attraction, engagement, retention, and long-term workforce competitiveness. Success Looks Like: Success is demonstrated through the leader's ability to influence strategy, align stakeholders, and connect enterprise learning investments to business outcomes. This individual is viewed by Market leadership as a trusted strategic partner who: • Anticipates capability needs before they become workforce challenges. • Aligns learning priorities with the Market's business strategy. • Shapes learning investments and solutions through influence rather than authority. • Connects leaders to the right School strategies, programs, and expertise. • Effectively negotiates priorities and trade-offs across competing needs. • Ensures learning remains a key enabler of growth, performance, reinvention, and talent attraction. • Brings together disparate learning offerings into a cohesive capability-building strategy for the Market. Measured By: Strategic Business Alignment • Alignment of Market learning priorities to business strategy, workforce plans, and critical skill requirements. • Evidence that learning investments are supporting strategic growth opportunities and business transformation initiatives. Executive confidence in Learning's ability to understand and solve business challenges. Stakeholder Influence & Partnership • Strength and effectiveness of relationships with senior business, HR, and Market leaders. • Ability to influence decisions, priorities, and investments across organizational boundaries. • Effectiveness in aligning multiple Schools and Departments around shared objectives. Capability & Workforce Outcomes • Progress on critical capability priorities and strategic skill areas. • Improvements in workforce readiness and future-skill development. • Business leader confidence that capability gaps are being addressed appropriately. Employee Value Proposition • Demonstrated contribution of learning to employee growth, engagement, career development,