Position Summary

The Head of Learning & Development (L&D) is an enterprise-wide leadership role responsible for architecting and delivering a best-in-class learning and capability-building strategy for Carlyle. This role plays a critical part in shaping how the organization develops leaders, builds differentiated skills, and sustains a high-performance culture in a fast-moving, results-driven environment. As a key member of the Human Capital Management team, the Head of L&D helps ensure the firm's talent and leadership capabilities evolve in step with its strategic priorities and growth ambitions.

Working in close partnership with executives, HR business partners, and business leaders across regions and functions, the Head of L&D designs and delivers learning experiences that are tightly aligned to business needs and produce measurable performance impact. The role requires the ability to translate strategy into practical, scalable development solutions balancing rigor, innovation, and relevance for a sophisticated, global workforce.

With a truly global remit, the Head of L&D influences how learning is experienced across the organization, from early-career professionals to senior leaders. This role brings together leadership development, professional growth, technical capability building, and innovative learning approaches to continuously elevate capability at scale. The Head of L&D is expected to anticipate emerging skills and leadership needs, introduce modern learning methodologies, and ensure the firm remains competitive in how it attracts, develops, and retains top talent.

This is a highly visible role with significant opportunity to shape enterprise-wide learning priorities, influence senior stakeholders, and leave a lasting mark on the firm's leadership pipeline and performance culture. The successful candidate will combine strategic vision with hands-on execution and strong executive presence.

This position is open to candidates in both New York, NY and Washington, DC.

Responsibilities

Strategic Leadership & Planning

Conduct comprehensive talent needs analyses to define learning priorities aligned with firm-wide strategic objectives at the end of the year when budget planning.
Partner with HR and business leaders to ensure learning programs strengthen the firm's culture, support succession planning, and drive measurable performance improvement.

Program Ownership & Enterprise Learning Solutions

Lead the design, implementation, and continuous evolution of global learning programs, including leadership and management development and early-career programs (analyst and associate), ensuring clear differentiation by role, level, and business need.
Oversee global mentoring initiatives, driving high engagement and measurable developmental outcomes.
Own the design and delivery of the firm's internship learning and development experience, partnering closely with business leaders to ensure content is business-led and role-relevant, and with HR Business Partners to ensure consistency, quality, and alignment with broader early-career development efforts.

Global Learning Delivery

Deliver and oversee tailored learning programs for international offices, including coordinating European-based sessions such as Europe Learning Week in Luxembourg, Amsterdam, and London and Asia Learning Week in Tokyo and Hong Kong.
Ensure regional learning initiatives reflect cultural nuances, local regulatory requirements, and global consistency in development standards.

Learning Technology, AI & Blended Learning Excellence

Assist with implementation of Workday as the future Learning Management System (LMS), ensuring seamless delivery of online, hybrid, and in-person learning experiences.
Drive the use of modern, blended learning approaches, including micro-learning, digital content, and experiential formats to increase engagement, accessibility, and impact.
Partner with Global Technology Services (GTS) to advance the firm's AI-enabled learning agenda, ensuring employees and leaders develop the knowledge, skills, and confidence to effectively leverage AI; embed AI fluency into leadership development, functional training, and everyday learning experiences.

Coaching, Assessment & Talent Development

Administer and debrief talent assessment tools such as MBTI, StrengthsFinder, and/or Hogan to support team effectiveness, leadership development, and individualized growth plans.
Source, curate, and manage a high-quality network of executive coaches, ensuring the firm partners with best-in-class internal and external coaches; establish standards, governance, and ongoing evaluation to ensure coaching investments deliver meaningful leadership impact.

Compliance & Regulatory Learning

Partner with HRIS, Compliance, and Legal teams to deploy global mandatory harassment and regulatory training programs.
Monitor completion rates, ensure audit readiness, and guarantee programs meet all financial services regulatory standards.

Operational Excellence & Program Governance

Measure learning effectiveness using data-driven insights and provide actionable reporting to senior stakeholders.
Maintain strong vendor partnerships and oversee the annual L&D budget including vendor negotiations, tuition reimbursement administration, and contract management.

Qualifications

Education & Certificates

Bachelor's degree required in Business Administration, Organization Development, Human Resources, or related fields.
Hogan, StrengthsFinder, DISC, and/or MBTI certifications a plus

Professional Experience

10+ years in an L&D role, preferably in the Financial Services industry
Experience in the development, execution, and management of global L&D initiatives
Demonstrated ability to operate effectively in a highly matrixed, global organization and influence senior leaders.
Excellent communication, facilitation, and interpersonal skills, with the ability to engage and inspire diverse audiences.
Strong organizational and project management skills with the ability to manage multiple projects and priorities effectively.
Strong data analysis and interpretation skills
Fundamental working knowledge of Financial Services Industry
Proficiency with Microsoft Office skills especially Word, Excel, PowerPoint and SharePoint
Proficiency in learning management systems and training design software, Workday is a plus
Comfort leveraging AI tools and emerging technologies to enhance learning design, delivery, and effectiveness

Competencies & Attributes

Strategic Leadership & Business Acumen
Global Mindset & Cross-Cultural Literacy
Strong Facilitation & Communication Skills
Data-Driven Decision Making
Innovation & Continuous Improvement
Relationship Building & Executive Influence
Operational Discipline & Program Governance

Benefits/Compensation

The compensation range for this role is specific to Washington DC and takes into account a wide range of factors including but not limited to the skill sets required/preferred; prior experience and training; licenses and/or certifications.

The anticipated base salary range for this role is $125,000 to $205,000.

In addition to the base salary, the hired professional will enjoy a comprehensive benefits package spanning retirement benefits, health insurance, life insurance and disability, paid time off, paid holidays, family planning benefits and various wellness programs. Additionally, the hired professional may also be eligible to participate in an annual discretionary incentive program, the award of which will be dependent on various factors, including, without limitation, individual and organizational performance.

Due to the high volume of candidates, please be advised that only candidates selected to interview will be contacted by Carlyle.

Company Information

The Carlyle Group (NASDAQ: CG) is a global investment firm with $474 billion of assets under management and more than half of the AUM managed by women, across 660 investment vehicles as of September 30, 2025. Founded in 1987 in Washington, DC, Carlyle has grown into one of the world's largest and most successful investment firms, with more than 2,400 professionals operating in 27 offices in North America, Europe, the Middle East, Asia and Australia. Carlyle places an emphasis on development, retention and inclusion as supported by our internal processes and seven Employee Resource Groups (ERGs). Carlyle's purpose is to invest wisely and create value on behalf of its investors, which range from public and private pension funds to wealthy individuals and families to sovereign wealth funds, unions and corporations. Carlyle invests across three segments - Global Private Equity, Global Credit and Carlyle AlpInvest - and has expertise in various industries, including: aerospace, defense & government services, consumer & retail, energy, financial services, healthcare, industrial, real estate, technology & business services, telecommunications & media and transportation.

At Carlyle, we believe that a wide spectrum of experiences and viewpoints drives performance and success. Our CEO, Harvey Schwartz, has stated that, "To build better businesses and create value for all of our stakeholders, we are focused on assembling leadership teams with the strongest insights from a range of perspectives." We strive to foster an environment where ideas are openly shared and valued. By bringing together teams with varied expertise and approaches, we enjoy a competitive advantage and create a stronger foundation for long-term success.

The Carlyle Group

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Head of Learning and Development