Position Summary

TheLead Learning & Development Consultantwillserve as the enterprise lead forSenior Leader and Executivedevelopmentat Marathon Petroleum Company (MPC) and as thededicatedtalent development consultantsupporting the Midstream organization. This role plays a critical part in shaping MPCs leadership capability by designing delivering and sustaining executive-level development offeringsincluding the Executive Development Program executive coaching portfolio and external executive education pathways.This position will be highly collaborative with otherTalent Management functions such as Succession Performance Listening Strategy andCareer Development to provide holistic and integrated talent development support.

As a strategic partner to Midstream leadership the consultantwillact as aliaison advisor and organizational development thought partner driving talent strategies that enhance leadership effectiveness capability readiness andahigh-performanceculture. The consultant willutilizeneeds and gap analyses develop leadership contentfacilitatelearning experiencesleveragedata analyticsensure alignment with MPCs leadership competenciesandperformance culture. The consultant willutilizeneeds and gap analyses develop leadership contentfacilitatelearning experiencesleveragedata analytics and ensure alignment with MPCs leadership competencies.

This is a highly visible strategic role that requires strong business acumen enterprise thinking relationship-building anddemonstratedexpertisein leadershipdevelopment atscale.

Key Responsibilities

1. Executive Development Leadership (Enterprise Scope)

• Lead the design implementation and continuous improvement of MPCsExecutive Development Program.

• Manage andoptimizeMPCsexecutive coaching strategy including coachselection quality standards and impact measurement.

• Overseeexecutive education pathways including partnerships with external universities leadership institutes and specialized programs.

• Providesubjectmatterexpertiseon executive leadership capabilitiessuccessionreadiness and high-potential development.Subjectmatterexpertiseon executive leadership capabilitiessuccessionreadiness and high-potential development.

• Partner with HR Talent Management and senior leaders to ensure alignment with enterprise talent strategies and leadership pipeline needs.

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

• Manages budgets and expenses assigned to area(s) of responsibility andmonitorsapproved budget expenses actual and forecasted spend.

2. Midstream Talent Development Consultant (Business-Aligned Scope)

• Serve as the primaryL&D liaison and strategic consultantto Midstream business leaders and HR partners.

• Conductneeds analyses gap analyses and stakeholder interviewstoidentifyleadership and organizational development priorities.

• Design andfacilitateleadership development solutions tailored toMidstreamsoperational cultural and strategic needs.

• Advise leaders on team dynamics leadership effectiveness organizational design considerations and talent implications.

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

• Track development outcomes and share insights with Midstream 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 needsimpact leadership content both virtual and in-person with a focus on executive audience needs.

• Customize content to reflect MPCs 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 MPCs 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 MPCs Leadership Competenciesensuring leadership expectations are embedded in all development experiences.

Required Qualifications

• Bachelors degree in Human ResourcesApplied Training/Learning & DevelopmentEducationOrganizationalDevelopment Business Psychology or related field.

• 6 years ofrelevantexperience.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

• Masters degree in organizational development Business Administration (MBA) I/O Psychology or related field.

• Professional certifications (e.g. Leadership Coaching HoganATDMBTIDiSCProsci).

• 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 MPCs leadership pipeline.

• Model MPCs Leadership Competencies in all interactions and outputs.

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