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Capabilities Jobs in Arizona (NOW HIRING)

ASM

Director, Supplier Development

Phoenix, AZ

Lead Supplier Development for Advanced Materials and Machining, driving capability, scalability, and supplier readiness for critical categories. * Manage and develop a team of ~6 supplier development ...

Zfinity Global

Lead Salesforce Engineer

Phoenix, AZ · On-site

$55 - $73/hr

The engineer will work across application development, integrations, and platform capabilities, while also leveraging AI capabilities (e.g., Salesforce Einstein, generative AI, and Copilot tools) to ...

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Infographic showing various Capabilities job openings in Arizona as of August 2026, with employment types broken down into 88% Full Time, 9% Part Time, 2% Contract, and 1% Nights. Highlights an 86% Physical, 5% Hybrid, and 9% Remote job distribution.

Learning Business Partner

Globe Telecom, Inc.

Globe, AZ

Full-time

Posted 11 days ago

Job description

At Globe, our goal is to create a wonderful world for our people, business, and nation. By uniting people of passion who believe they can make a difference, we are confident that we can achieve this goal.

Job Description The Learning Business Partner (LBP) is a strategic bridge and catalyst between business teams and HR Talent strategy. The role creates capability-building programs and provides strategic learning and development advice that enable the achievement of business goals.
The LBP translates business priorities, performance needs, and capability gaps into relevant, engaging, and measurable learning solutions. Through effective learning architecture, stakeholder partnership, and agile execution, the role builds critical capabilities, accelerates performance, and develops a future-fit workforce.

Key Result Areas

1. Strategic Business Advisory and Stakeholder Management

  • Partner with business leaders to understand business priorities, performance challenges, and critical capability needs.
  • Advise stakeholders on learning and capability-building strategies that support business outcomes.
  • Build strong partnerships across business teams, HR, subject-matter experts, and external providers to ensure learning solutions are relevant and outcome-driven.
  • Present clear recommendations, insights, and program outcomes to secure stakeholder alignment and support.

2. Learning & Development Architecture

  • Design competency-based learning strategies, pathways, and experiences aligned with business priorities and workforce needs.
  • Create practical, engaging, and scalable learning solutions that combine formal learning, social learning, and on-the-job application.
  • Embed the 70-20-10 learning approach to strengthen knowledge transfer and sustained capability development.
  • Drive the use of modern learning technologies, digital tools, AI, and innovative learning methods to enhance learner experience and effectiveness.

3. Measuring Return on Learning Investment

  • Establish success measures that connect learning outcomes to capability improvement, skill application, and business impact.
  • Track program adoption, completion, learner feedback, knowledge transfer, and application of learning.
  • Analyze data and translate results into actionable insights, stakeholder-ready reports, and recommendations for continuous improvement.
  • Demonstrate the value of learning investments through tangible improvements in performance, productivity, quality, or business outcomes.

4. End-to-End Program Management and Strategic Execution

  • Lead the full learning program lifecycle-from needs analysis and solution design to development, implementation, evaluation, and continuous improvement.
  • Ensure timely, high-quality, and effective execution of learning programs across assigned business groups.
  • Manage program resources, vendors, and budgets to optimize quality, efficiency, and impact.
  • Drive adoption and implementation plans that enable learners and leaders to apply new capabilities in the flow of work.

Success Measures

  • Business priorities and capability gaps addressed through strategically designed learning solutions.
  • Strong stakeholder partnership, alignment, and satisfaction with learning interventions.
  • Adoption of 70-20-10 learning methodologies and sustained application of learning on the job.
  • Demonstrated improvement in critical capabilities and measurable business outcomes.
  • High-quality, timely, efficient, and effective delivery of learning programs and resources.

Equal Opportunity Employer
Globe's hiring process promotes equal opportunity to applicants, Any form of discrimination is not tolerated throughout the entire employee lifecycle, including the hiring process such as in posting vacancies, selecting, and interviewing applicants.
Globe's Diversity, Equity and Inclusion Policy Commitment can be accessed here

Make Your Passion Part of Your Profession. Attracting the best and brightest Talents is pivotal to our success. If you are ready to share our purpose of Creating a Globe of Good, explore opportunities with us.

Apply