Learning & Development Partner, REMS

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REMS L&D Partner – PM & WPM
Career Framework: P4 - Location: Chicago
Job Summary
As a key member of the Real Estate Management Services (REMS) Learning & Development (L&D) team, you will be the dedicated L&D partner for a global business line within REMS. You will be embedded with account directors and business leaders, understanding business focus and operational requirement to build a tailored learning approach. Working closely with the REMS Senior Learning Partner, People Partners (PPs) and Talent & Development (T&D) Product Leads, you will lead skills-based transformation work as AI adoption accelerates, scoping, designing and delivering targeted upskilling that is anchored in what PM and WPM actually need to remain sustainable and competitive.
Primary Stakeholders: Global business leaders, engineers and account directors; PPs; T&D Product Leads; REMS Senior Learning Partner; peers across the on-account and platform L&D team.
Reports to: REMS Senior Learning Partner.
Ways of working: You will be part of a highly collaborative team and be working in a fungible pool with the wider REMS L&D team as priorities dictate.
Job Details
Scope skills needs: act as the primary point of contact for business leaders to diagnose where AI and technology change are reshaping roles and identify the specific skills each area needs to build to stay sustainable and competitive.
Understand and anchor to business priorities: build a working knowledge of each business area's goals, pressures and definition of success, and use that understanding to make learning relevant – framing every intervention in the language of the business problem it solves, not just the skill it teaches.
Build role-based AI learning for: design AI adoption and learning pathways so adoption targets have a capability plan behind them, and adoption is measured per role.
Create and execute a skills-based transformation roadmap: prioritise which capability gaps to address first, in alignment with the broader REMS L&D strategy, and sequence work across both business areas concurrently.
Determine the right delivery model for each skill: assess whether needs are best met through existing T&D products, adapted content or new design – leveraging the centralised facilitation team and open-enrolment offerings before committing to bespoke build.
Co-own the Skilled Trades pathway with business: support mobile engineer, and hourly population development and technical onboarding at scale, defining a pathway for the engineering population that supports retention as engineers retire faster than the business recruits.
Provide learning for account directors and team leads deliver additional learning for account directors on midsized accounts who may not have the experience of those on large accounts, and ensure team leads have the relevant skills to develop their people.
Support speed and scale of hiring: provide learning readiness for new wins and the mid-market business unit (e.g. large mobile-engineering pursuits), so new business mobilises with a training plan in place rather than reactive L&D support.
Lead change and leader enablement: lead business leader socialisation and change management for business transformation, with a particular focus on skills for junior leaders, so one operating model is understood and adopted across leadership.
Support the service-culture agenda: support the client-centric, service-culture curriculum for frontline teams.
Design and deliver upskilling programmes end-to-end: own the full lifecycle from needs analysis through design, delivery (in-person, webinar or e-learning) and into measurement, ensuring solutions are engaging, practical and grounded in how the business actually works.
Define and report ROI / business impact metrics: build a consistent measurement framework for each initiative – behaviour change, capability uplift and business outcomes – and use data to tell a clear story about the impact of the skills agenda to stakeholders.
Represent the skills agenda to senior stakeholders: partner with People Partners, T&D Product Leads and business leadership to keep the transformation agenda visible, credible and aligned to the wider talent and capability strategy.
Collaborate across the platform: work closely with the Accounts L&D Lead and the wider REMS L&D team to spread skill-building across the organisation, raising capability everywhere rather than only within PM and WPM, and ensuring a seamless experience for learners moving between account and platform.
Lead a highly-engaged, high-performing team: currently one team member – ensure priorities are effectively delivered in a way that scales solutions, leverages core products and builds internal capability.
Key Skills
Business Acumen: understands how the business makes money, measure success and are affected by AI and market change; translates that understanding into learning priorities and a business case leaders recognise as their own.
Stakeholder Management & Influencing: skilled at building trust quickly across unfamiliar business areas; listens and communicates effectively; manages expectations proactively; provides regular, transparent updates on progress, challenges and support needed; able to influence senior leaders and, where necessary, pause work that doesn't drive aligned outcomes.
Collaboration: works closely with peers across the platform and account teams to avoid duplication, share best practice and ensure a consistent learner experience.
Needs Analysis & Scoping: strong consulting skills to diagnose the real skills gap behind a stated request, and to focus effort on the work that will actually move the needle.
Strategic Thinking: able to vet requests and design solutions with a broad, cross-business mindset, aligned to the global REMS L&D strategy.
Data-Driven Storytelling: leverages data and ROI metrics to articulate the business impact of skills work, for both individual initiatives and the transformation agenda as a whole.
Design & Delivery: designs engaging, practical learning experiences and can facilitate them directly where needed; comfortable moving between strategic design and hands-on delivery.
Agility & Comfort with Change: thrives working at pace in an ambiguous, fast-evolving environment; adapts approach as AI capability and business priorities shift, without losing sight of outcomes.
Project & Programme Management: activates the skills agenda against agreed timelines to deliver outcomes and a strong learner experience; experience with Asana or a similar project management tool preferred.
This position does not provide visa sponsorship. Candidates must be authorized to work in the United States without sponsorship.
Expected compensation for this position:
125,000.00 – 140,000.00 USD per year
Final compensation packages are determined by various considerations including but not limited to candidate qualifications, location, market conditions, and internal considerations.
Location:
On-site –Chicago, IL
If this job description resonates with you, we encourage you to apply, even if you don’t meet all the requirements. We’re interested in getting to know you and what you bring to the table!
Personalized benefits that support personal well-being and growth:
JLL recognizes the impact that the workplace can have on your wellness, so we offer a supportive culture and comprehensive benefits package that prioritizes mental, physical and emotional health. Some of these benefits include:
401(k) plan with matching company contributions
Comprehensive Medical, Dental & Vision Care
Paid parental leave at 100% of salary
Paid Time Off and Company Holidays
Early access to earned wages through Daily Pay
At JLL, we harness the power of artificial intelligence (AI) to efficiently accelerate meaningful connections between candidates and opportunities. Using AI capabilities, we analyze your application for relevant skills, experiences, and qualificat