Sr Talent Development Specialist

At Moody's, we unite the brightest minds to turn today’s risks into tomorrow’s opportunities. We do this by striving to create an inclusive environment where everyone feels welcome to be who they are—with the freedom to exchange ideas, think innovatively, and listen to each other and customers in meaningful ways. Moody’s is transforming how the world sees risk. As a global leader in ratings and integrated risk assessment, we’re advancing AI to move from insight to action—enabling intelligence that not only understands complexity but responds to it. We decode risk to unlock opportunity, helping our clients navigate uncertainty with clarity, speed, and confidence. 

If you are excited about this opportunity but do not meet every single requirement, please apply! You still may be a great fit for this role or other open roles. We are seeking candidates who model our values: invest in every relationship, lead with curiosity, champion diverse perspectives, turn inputs into actions, and uphold trust through integrity. 

Skills and Competencies

• Demonstrated success in designing and delivering scalable learning programs with measurable outcomes.
• Strong facilitation, coaching, and communication skills.
• Proven ability to manage program logistics, communications, and stakeholder relationships.
• Skilled in data-driven decision-making and program evaluation (including NPS, ROI, and impact reporting).

Preferred:

• Experience with Gen AI and/or digital learning platforms.
• Experience delivering learning programs in global organizations.

Qualifications

• Bachelor’s degree in HR, business, psychology, education, or related field.
• 6+ years’ experience in Talent Development, L&D, or HR.
• Master’s degree or certifications in L&D, Coaching, or Project Management.

Responsibilities

Needs Analysis & Business Alignment

• Partner with business leaders, SMEs, PBPs/Learning Partners to assess enterprise skill gaps and align programs with business strategy.
• Conduct learning needs assessments and translate requirements into clear learning objectives and program outcomes.
• Ensure programs directly support business priorities and demonstrate measurable impact.

Program Design & Development

• Design scalable program frameworks that can be applied across multiple skills, functions, and regions.
• Curate and develop content using modern instructional approaches (blended learning, experiential activities, coaching, digital learning).
• Integrate innovative approaches, including Gen AI and adaptive learning, to enhance engagement and personalization.
• Build evaluation frameworks (NPS, feedback surveys, business impact measures) into program design.

Program Management & Delivery

• Own end-to-end program management: planning, scheduling, facilitator preparation, participant communication, vendor coordination, logistics, and delivery.
• Facilitate select sessions directly, ensuring interactive, inclusive, and high-quality learning experiences.
• Partner with other teams in Talent Development to ensure smooth execution.
• Manage program budgets and timelines; report regularly on progress and risks.

Impact Measurement & Continuous Improvement

• Track and report on program metrics, including participation, adoption, learner feedback, and NPS (Net Promoter Score).
• Conduct impact analyses linking learning outcomes to business results and synthesize findings into insights for senior leadership.
• Gather learner and stakeholder feedback to refine and continuously improve programs.

Stakeholder & Partner Engagement

• Serve as a trusted advisor to leaders and HR teams on enterprise skills development.
• Build and sustain strong relationships with stakeholders to ensure buy-in and alignment.
• Collaborate with other Talent Development teams to ensure consistency, scalability, and sharing of best practices.

Innovation & Future Skills

• Explore and pilot new learning technologies and methods (e.g., AI-driven learning, micro-learning, digital simulations).
• Act as a champion for innovation by piloting new solutions and scaling those that prove effective.
• Stay ahead of L&D trends to introduce creative, future-ready learning solutions.
• Encourage experimentation and innovation within the TD team.

About the team & Role

We are looking for a Senior Talent Development Specialist to lead the design, delivery, and evaluation of enterprise skills programs at Moody’s. This role requires someone who can partner closely with business leaders to identify skill gaps and needs, design scalable and impactful learning solutions, and manage end-to-end execution, including facilitation, logistics, communications, and post-program measurement.

The ideal candidate is both strategic and hands-on, with a passion for innovation and the ability to use data and technology — including Gen AI — to create engaging, future-ready learning experiences.

Moody’s is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, place of origin, disability, marital or familial status, sexual orientation, gender expression, gender identity or any other characteristic protected by law. We encourage applications from Aboriginal persons, members of a visible minority group, persons with a disability, members of the LGBTQ+ community, and women.

Moody’s is committed to maintaining an inclusive, diverse and accessible workplace. To this end, reasonable accommodations are available on request, and will take into account the particular accommodation needs of individual candidates. If you are selected and require accommodation during any stage of the recruitment process, you may send your request to AODA@moodys.com. Information provided during the accommodation process will be treated as confidential, and will be shared only to the extent required to properly evaluate accommodation requests.

Candidates for Moody's Corporation may be asked to disclose securities holdings pursuant to Moody’s Policy for Securities Trading and the requirements of the position. Employment is contingent upon compliance with the Policy, including remediation of positions in those holdings as necessary.