Head Of Learning And Development Jobs in Washington

The Learning & Development Growth Enablement Lead is responsible for translating business growth priorities - particularly in business development (BD), consulting, and critical in-the-moment learning needs - into targeted, skill-driven learning and enablement solutions.

This role bridges business needs, skills intelligence, and learning execution to ensure employees are equipped with the skills required to win work, deliver client value, and perform effectively in real time. The Lead will define skill standards, design and deliver learning experiences, and integrate across the learning and skills ecosystem to create a cohesive, measurable, and scalable growth enablement strategy.

Key Responsibilities

Business Alignment

• Partner with the Director, Learning Strategy and business SMEs to understand growth priorities in business development, consulting, and client delivery.
• Translate growth enablement and critical "in-the-moment" skill needs and learning requests into actionable solutions (programs, skill labs, tools, and on-the-job enablement).
• Collaborate with the Director, Learning Strategy to ensure growth enablement learning investments are directly aligned to business strategy and outcomes.

Learning & Skill Strategy

• Define critical growth enablement skills and "what good looks like" to deliver impactful learning experiences.
• Set future-state growth enablement skill levels and establish clear guidelines, standards, and expectations for skill development across roles and levels.
• Ensure the growth enablement skill development is aligned to workforce readiness priorities and the ICF people strategy.

Skills Intelligence & Governance

• Define and maintain an evolving enterprise skills framework including governance, taxonomy, proficiency levels, and role-based skill mappings.
• Partner across People Skills, Workday Skills, Viva Learning, and agents (workforce insights, learning) to ensure alignment and accuracy.
• Identify growth enablement skill gaps and collaborate with the Director, Learning Strategy to use data to prioritize learning & development efforts and investments.

Learning Design & Development

• Own the end-to-end design and development of growth enablement learning experiences, including:
  • Consulting skills
  • Business development skills
  • Critical in-the-moment skills
  • New or emerging growth enablement skills

• Ensure learning is practical, applied, in-the-flow of work, and directly tied to day-to-day business scenarios.
• Leverage modern learning approaches, including AI-enabled learning, personalized pathways, and adaptive learning.
• Incorporate AI-enabled tools and guided prompt practice into learning experiences to drive hands-on application and accelerate on-the-job performance.

Delivery & Facilitation

• Facilitate high-impact growth enablement learning experiences (virtual and in-person), including workshops, skill labs, and cohort-based programs.
• Enable leaders and managers to reinforce growth enablement learning and support on-the-job application through communities of practice, coaching circles, mentoring, etc.
• Build co-facilitator capabilities to support scalable delivery of growth enablement learning experiences.

Measurement & Impact

• Partner with the learning team to define success measures across growth enablement programs, skill labs, and digital learning.
• Track and report on growth enablement learning effectiveness, including:
  • Engagement and completion
  • Skill acquisition and proficiency shifts
  • Application on-the-job
  • Business impact (e.g., BD performance, client outcomes)

• Use data and insights to continuously improve growth enablement learning solutions.

Integration Across HR

• Connect growth enablement efforts across broader workforce readiness initiatives.
• Ensure alignment with other learning programs, enterprise skills framework, and priority HR initiatives (e.g. AI fluency).
• Act as a connector across teams (leadership, employee experience, HR consulting, HR operations, talent acquisition, total rewards) to create a seamless experience.

Learning Ecosystem & Architecture

• Lead the integration of growth enablement within the broader learning and skills ecosystem.
• Ensure strong connections across systems and tools (e.g., learning platforms, skills systems, AI learning agents).
• Design growth enablement learning experiences that are skill-driven, discoverable, and embedded in the flow of work.

Basic Qualifications

• Bachelor's degree in one of the following areas; Learning & Development, Human Resources Management, Organizational Development, Education, Adult Learning / Adult Education, Instructional Design, Organizational Psychology, Workforce Development, Business Administration, Management Consulting, Organizational Leadership or Sales Management
• Minimum 8 years of experience in learning & development, talent development, sales/business development enablement, organizational effectiveness, or professional services consulting.

Preferred Skills

• Experience designing and delivering sales, business development, capture, proposal, consulting, or client-facing capability programs.
• Demonstrated knowledge of professional services business development, seller-doer models, account growth, capture, proposal development, and client relationship management.
• Experience partnering with business development leaders, account leaders, and subject matter experts to build capability aligned to growth priorities.
• Proven ability to translate revenue, pipeline, and growth objectives into targeted learning and performance solutions.
• Experience facilitating workshops, skill labs, boot camps, coaching programs, and leadership sessions for business and client-facing professionals.
• Experience designing experiential learning, simulations, practice opportunities, and on-the-job reinforcement strategies.
• Demonstrated success leading enterprise learning, skills, or capability-building initiatives.
• Experience managing complex programs, stakeholder collaboration, SME engagement. and cross-functional partnerships.
• Ability to operate strategically while also owning hands-on design and delivery
• Experience with modern learning platforms (e.g., Viva Learning) and AI-enabled learning tools
• Experience building and delivering enterprise-scale learning programs or academies

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Bot and Third-Party Applications

Please note that this application must be submitted directly by the applicant for consideration.Failure to do so may result in the application being excluded for consideration.Applicants needing an accommodation for disability or religious purposes in connection with the application process should contactCandidateaccommodation@icf.comfor assistance.

Working at ICF

Pay Range - There are multiple factors that are considered in determining final pay for a position, including, but not limited to, relevant work experience, skills, certifications and competencies that align to the specified role, geographic location, education and certifications as well as contract provisions regarding labor categories that are specific to the position.

The pay range for this position based on full-time employment is: