Learning And Development Consulting Jobs in Ohio

Position Summary

The Lead Learning & Development Consultant will serve as the enterprise lead for emerging talent and new leader development at Marathon Petroleum Company (MPC) and as the dedicated talent development consultant supporting the Refining organization. This role plays a critical part in shaping MPC's leadership pipeline by designing, delivering, and sustaining development experiences for early-in-career employees, high-potential talent, and newly appointed leaders, ensuring a strong foundation of leadership capability across the enterprise.

This position will be highly collaborative with other Talent Management functions such as Succession, Performance, Listening Strategy, and Career Development to provide holistic and integrated talent development support.

As a strategic partner to Refining leadership, the consultant will act as a liaison, advisor, and organizational development thought partner-driving talent strategies that build leadership readiness, accelerate development, and strengthen a high-performance culture. The consultant will utilize needs and gap analyses, develop leadership content, facilitate learning experiences, leverage data analytics, and ensure alignment with MPC's leadership competencies and performance culture.

This is a highly visible, strategic role that requires strong business acumen, enterprise thinking, relationship-building, and demonstrated expertise in leadership development at scale.

The preferred location(s) for this role are San Antonio, TX or Findlay, OH, but other MPC locations may be considered.

This role is part of a job progression. Final title and career level will be determined based on the experience and competency level of the selected candidate.

Key Responsibilities

1. Emerging Talent & New Leader Development (Enterprise Scope)

• Lead the design, implementation, and continuous improvement of MPC's emerging talent and new leader development programs (e.g., early career, high-potential, and frontline/supervisor programming).

• Develop structured learning journeys that accelerate readiness for new leaders and strengthen foundational leadership capabilities.

• Partner with Talent Management and HR leadership to align programming with enterprise talent strategy, workforce planning, and succession priorities.

• Apply data analytics and evaluation frameworks to measure program effectiveness and drive continuous improvement.

• Manage budgets and expenses assigned to area(s) of responsibility, monitoring forecasted and actual spend.

• Serve as the primary L&D liaison and strategic consultant to Refining business leaders and HR partners.

• Conduct needs analyses, gap analyses, and stakeholder interviews to identify leadership and organizational development priorities.

• Design and facilitate leadership development solutions tailored to Refining's operational, cultural, and strategic needs.

• Advise leaders on team effectiveness, leadership capability, organizational dynamics, and talent implications.

• Collaborate closely with HRBPs to support talent reviews, succession planning, and development planning across Refining.

• Track development outcomes and share insights with Refining leadership, reinforcing a strategic, data-driven approach.

3. Instructional Design & Facilitation

• Develop and deliverhighimpactleadership content, both virtual and in-person, with a focus on executive audience needs,impact leadership content, both virtual and in-person, with a focus on executive audience needs.

• Customize content to reflect MPC's strategy, leadership competencies, and safety-focused culture.

• Facilitate engaging workshops, leadershipcohorts, and executive-level sessions.

4. Data Analytics & Insights

• Collect, analyze, and interpret learning data (e.g., assessments, participant evaluations, behavioral outcomes, leadershipeffectivenessmetrics).

• Provideactionable insights to leaders using dashboards, trends, and recommendations.

• Support MPC's evolution toward adata-driven learning organizationthrough consistent measurement and evidence-based decision-making.

5. Strategic Stakeholder Partnership

• Build strong, trusted relationships with senior leaders across the enterprise and within Midstream.

• Influence decision-making by connecting leadership development strategies to business outcomes.

• Actively model and promote MPC's Leadership Competencies-ensuring leadership expectations are embedded in all development experiences.

Required Qualifications

• Bachelor's degree in Human Resources,Applied Training/Learning & Development,Education,OrganizationalDevelopment, Business, Psychology, or related field.

• 6+ years ofrelevantexperiencerequired.Preferred experiencein Learning & Development, Talent Management, Organizational Development, or Executive Development roles.

• Demonstrated success designing and delivering leadership development programs, including executive-level offerings.

• Experience conducting organizational needs analyses, gap analyses, and talent diagnostics.

• Strong facilitation skills with experience presenting to senior leaders and executive audiences.

• Proficiencyin data analytics, learning evaluation, and deriving insights from data (Excel, dashboards, analytics tools).

• Ability to travelupto35%.

Preferred Qualifications

• Master's degree in organizational development, Business Administration (MBA), I/O Psychology, or related field.

• Professional certifications (e.g., Leadership Coaching, Hogan,ATD,MBTI,DiSC,Prosci).

• Experience working within large, complex, or highly regulated industries such as energy, manufacturing, chemicals, orlogistics.

• Experience managing external vendors, executive coaching networks, or university-based executive education programs.

• Strong understanding oforganizational development principles, change management, and culture transformation.

Success Factors

To be successful in this role, the Lead Learning & Development Consultant will:

• Demonstrate strategic thinking, strong consulting presence, and the ability to influence senior stakeholders.

• Use data and insights to drive decision-making anddemonstratedevelopment impact.

• Exhibit strong facilitation capabilities and a passion for leadership development.

• Build trust and credibility quickly within the Midstream business and across corporate functions.

• Deliver scalable executive development solutions that strengthen MPC's leadership pipeline.

• Model MPC's Leadership Competencies in all interactions and outputs.