Learning & Development Partner, REMS
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Our people at JLL are shaping the future of real estate for a better world by combining world class services, advisory and technology for our clients. We are committed to hiring the best, most talented people and empowering them to thrive, grow meaningful careers and to find a place where they belong. Whether you've got deep experience in commercial real estate, skilled trades or technology, or you're looking to apply your relevant experience to a new industry, join our team as we help shape a brighter way forward.
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 ski
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