Lead Learning & Development Consultant Emerging Talent & Refining

Position Summary

The Lead Learning & Development Consultant will serve as the enterprise lead for emerging talent and new leader development at Marathon Petroleum Company (MPC) and as the dedicated talent development consultant supporting the Refining organization. This role plays a critical part in shaping MPCs leadership pipeline by designing delivering and sustaining development experiences for early-in-career employees high-potential talent and newly appointed leaders ensuring a strong foundation of leadership capability across the enterprise.

This position will be highly collaborative with other Talent Management functions such as Succession Performance Listening Strategy and Career Development to provide holistic and integrated talent development support.

As a strategic partner to Refining leadership the consultant will act as a liaison advisor and organizational development thought partnerdriving talent strategies that build leadership readiness accelerate development and strengthen a high-performance culture. The consultant will utilize needs and gap analyses develop leadership content facilitate learning experiences leverage data analytics and ensure alignment with MPCs leadership competencies and performance culture.

This is a highly visible strategic role that requires strong business acumen enterprise thinking relationship-building and demonstrated expertise in leadership development at scale.

The preferred location(s) for this role are San Antonio TX or Findlay OH but other MPC locations may be considered.

This role is part of a job progression. Final title and career level will be determined based on the experience and competency level of the selected candidate.

Key Responsibilities

1. Emerging Talent & New Leader Development (Enterprise Scope)

• Lead the design implementation and continuous improvement of MPCs emerging talent and new leader development programs (e.g. early career high-potential and frontline/supervisor programming).

• Develop structured learning journeys that accelerate readiness for new leaders and strengthen foundational leadership capabilities.

• Partner with Talent Management and HR leadership to align programming with enterprise talent strategy workforce planning and succession priorities.

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

• Manage budgets and expenses assigned to area(s) of responsibility monitoring forecasted and actual spend.

• Serve as the primary L&D liaison and strategic consultant to Refining business leaders and HR partners.

• Conduct needs analyses gap analyses and stakeholder interviews to identify leadership and organizational development priorities.

• Design and facilitate leadership development solutions tailored to Refinings operational cultural and strategic needs.

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

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

• Track development outcomes and share insights with Refining 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 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.