H-1B Visa Learning And Development Jobs
Learning and Development roles qualify for H-1B visa sponsorship when the position requires at least a bachelor's degree in instructional design, education, organizational psychology, or a related field. Employers file a Labor Condition Application with the DOL before petitioning USCIS, certifying the role meets specialty occupation standards and prevailing wage requirements.
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Get Access To All JobsLearning & Development Capability Partner
The Learning & Development Capability Partner is responsible for translating organizational priorities, workforce capability needs, and emerging skill requirements into practical, skill-driven learning and performance solutions.
This role supports capability development across Business Development, Client Delivery, Consulting, Project Management, People Management, Industry and Domain Expertise, Professional Effectiveness, Collaboration.
Partners with business leaders, subject matter experts, and stakeholders to identify capability gaps, define skill expectations, and design learning experiences that help employees perform effectively throughout the employee lifecycle.
This individual will lead the design, development, delivery, and evaluation of learning solutions that are practical, scalable, and embedded in the flow of work. The role will also help connect learning programs, skills frameworks, technology platforms, and workforce priorities into a cohesive enterprise capability-development strategy.
Key Responsibilities
Business and Workforce Alignment
- Partner with the Director, Learning Strategy, business leaders, and subject matter experts to understand organizational priorities, workforce needs, and critical capability gaps.
- Translate business challenges and employee development needs into actionable learning and performance solutions.
- Ensure learning investments are aligned with business strategy, workforce readiness, employee development, and organizational performance.
- Consult with stakeholders to identify the appropriate solution, which may include formal learning, skill labs, tools, resources, coaching, peer learning, or on-the-job enablement.
- Balance enterprise-wide capability needs with the specific requirements of business areas, functions, roles, and employee populations.
- Respond to emerging and in-the-moment learning needs while maintaining alignment with the broader learning strategy.
Enterprise Capability Development
Lead or support learning and capability-building initiatives across the following areas:
Business Development
- Develop capabilities related to opportunity identification, account growth, capture, proposals, client relationships, and effective seller-doer practices.
- Create practical learning experiences that help employees contribute appropriately to business development activities based on their roles and levels.
Client Delivery
- Build capabilities that support consistent, high-quality delivery of client work.
- Develop learning solutions focused on understanding client needs, managing expectations, delivering value, addressing challenges, and strengthening client relationships.
- Reinforce behaviors that promote quality, accountability, responsiveness, and a client-centered mindset.
Consulting
- Develop consulting capabilities such as problem solving, strategic thinking, active listening, asking impactful questions, engaging in difficult conversations, building trust, bringing innovation & creativity, solution development, and achieving valuable outcomes.
- Design applied learning experiences that allow employees to practice consulting skills using realistic business and client scenarios.
- Support the development of trusted-advisor behaviors and consultative approaches across roles and career levels.
Project Management
- Build foundational and advanced project management capabilities aligned with organizational and client-delivery needs.
- Develop learning in areas such as project planning, scope, schedule, budget, risk, quality, team coordination, stakeholder management, and project communication.
- Partner with project management subject matter experts to ensure learning reflects relevant methodologies, standards, and business practices.
People Management
- Design learning that prepares managers to lead employees and teams effectively.
- Build capabilities in areas such as goal setting, coaching, feedback, performance conversations, employee development, delegation, team effectiveness, inclusion, and change leadership.
- Equip leaders and managers with tools and resources that reinforce learning through day-to-day practices.
Industry and Domain Expertise
- Partner with business and technical subject matter experts to support the development and sharing of industry, market, technical, and domain knowledge.
- Create frameworks and learning approaches that help employees build relevant expertise over time.
- Enable subject matter experts to contribute to scalable learning through programs, communities of practice, mentoring/coaching, knowledge-sharing sessions, and curated resources.
- Connect domain-specific learning with consulting, client-delivery, and professional capability development.
Professional Effectiveness
- Create learning experiences that help employees operate effectively in a dynamic professional environment.
- Address capabilities such as confidence, credibility, accountability, adaptability, decision-making, problem-solving, critical thinking, resilience, influence, and navigating ambiguity.
- Develop practical tools and resources that employees can apply directly within their daily work.
Collaboration
- Build capabilities that help employees work effectively across teams, functions, disciplines, and organizational boundaries.
- Develop learning related to teamwork, trust, conflict navigation, knowledge sharing, stakeholder engagement, collaboration, and shared accountability.
- Support collaborative practices for virtual, hybrid, geographically dispersed, and cross-functional teams.
Learning Design and Development
- Own the end-to-end design and development of learning experiences across an operating group.
- Conduct needs assessments and define learning objectives, target audiences, desired behaviors, and success measures.
- Select learning approaches that are appropriate for the audience, business need, and complexity of the capability.
- Design practical and experiential learning that may include:
- Workshops
- Skill labs
- Cohort-based programs
- Simulations
- Case studies
- Practice sessions
- Coaching
- Mentoring
- Peer learning
- Digital learning
- Performance-support tools
- On-the-job assignments
- Communities of practice
- Ensure learning is relevant, accessible, and directly connected to employees’ work.
- Incorporate realistic business, project, team, and client scenarios into learning experiences.
- Develop reinforcement strategies that support behavior change and sustained application after formal learning concludes.
- Curate and organize existing learning resources when developing new content is not necessary.
AI-Enabled and Modern Learning
- Use modern learning approaches, including personalized learning pathways, adaptive learning, and learning embedded within the flow of work.
- Incorporate AI-enabled tools, guided practice, and responsible prompt development into learning experiences when appropriate.
- Explore opportunities to use technology to increase access, personalization, practice, feedback, and scalability.
- Help employees use AI and other emerging tools effectively and responsibly within relevant capability areas.
- Partner with appropriate stakeholders to ensure technology-enabled learning aligns with organizational standards and priorities.
Delivery and Facilitation
- Facilitate high-impact virtual and in-person learning experiences for employees, people managers, and business stakeholders.
- Create psychologically safe and engaging learning environments that encourage participation, practice, reflection, and feedback.
- Adapt facilitation approaches for different audiences, career levels, formats, and business contexts.
- Enable leaders and managers to reinforce learning and support on-the-job application.
- Prepare subject matter experts and business leaders to serve effectively as facilitators, coaches, mentors, or learning contributors.
- Build co-facilitator capabilities to support consistent and scalable delivery.
- Establish facilitator guides, delivery standards, and quality-assurance practices.
Measurement and Impact
- Define meaningful success measures for learning programs, skill labs, digital learning, and performance-support solutions.
- Evaluate learning effectiveness using appropriate qualitative and quantitative measures.
- Partner with the learning team and business stakeholders to determine how success will be measured before launching solutions.
- Use data, employee feedback, and stakeholder insights to improve learning experiences.
- Communicate learning outcomes and recommendations clearly to business and stakeholders.
- Distinguish between learning activity measures and evidence of performance or business impact.
Integration Across the People Function
- Connect capability-development efforts with broader workforce readiness and talent initiatives.
- Ensure alignment with enterprise learning programs, leadership development, career development, employee experience, talent acquisition, performance management, and other priority People initiatives.
- Partner across leadership, Human Resources consulting, Human Resources operations, talent acquisition, total rewards, and other relevant teams to create a cohesive employee experience.
- Identify opportunities to reduce duplication, connect complementary programs, and create clearer learning pathways.
- Support an integrated approach to skills, learning, careers, leadership, and workforce development.
Basic Qualifications
- Bachelor’s degree in Learning and Development, Human Resources Management, Organizational Development, Education, Adult Learning, Instructional Design, Organizational Psychology, Workforce Development, Business Administration, Management, Management Consulting, Organizational Leadership, Project Management, or a related field.
- 8+ years of experience in learning and development, talent development, leadership development, organizational effectiveness, professional services consulting, workforce development, or a related discipline.
Preferred Qualifications
- Experience designing, developing, and delivering learning solutions for professional or client-facing employee populations.
- Experience managing learning programs or capability-building initiatives involving multiple stakeholders and subject matter experts.
- Demonstrated experience translating business or workforce needs into practical learning and performance solutions.
- Experience facilitating virtual and in-person learning experiences.
- Experience supporting learning and capability development within a professional services, consulting, government contracting, or other client-focused organization.
- Demonstrated knowledge of adult learning, instructional design, experiential learning, and performance consulting.
- Experience partnering with business leaders, people managers, functional experts, and technical subject matter experts.
- Experience developing experiential learning, practice opportunities, coaching approaches, and on-the-job reinforcement strategies.
- Experience using modern learning platforms, skills technologies, collaboration tools, and AI-enabled learning solutions.
- Ability to build trusted relationships and influence stakeholders without direct authority.
Bot and Third-Party Applications
Please note that this application must be submitted directly by the applicant for consideration. Failure to do so may result in the application being excluded for consideration. Applicants needing an accommodation for disability or religious purposes in connection with the application process should contact Candidateaccommodation@icf.com for assistance.
Working at ICF
ICF is a global advisory and technology services provider, but we’re not your typical consultants. We combine unmatched expertise with cutting-edge technology to help clients solve their most complex challenges, navigate change, and shape the future.
We can only solve the world's toughest challenges by building a workplace that allows everyone to thrive. We are an equal opportunity employer. Together, our employees are empowered to share their expertise and collaborate with others to achieve personal and professional goals. For more information, please read our EEO policy.
We will consider for employment qualified applicants with arrest and conviction records.
Reasonable Accommodations are available, including, but not limited to, for disabled veterans, individuals with disabilities, and individuals with sincerely held religious beliefs, in all phases of the application and employment process. To request an accommodation, please email Candidateaccommodation@icf.com and we will be happy to assist. All information you provide will be kept confidential and will be used only to the extent required to provide needed reasonable accommodations.
Read more about workplace discrimination rights or our benefit offerings which are included in the Transparency in (Benefits) Coverage Act.
Candidate AI Usage Policy
At ICF, we are committed to ensuring a fair interview process for all candidates based on their own skills and knowledge. As part of this commitment, the use of artificial intelligence (AI) tools to generate or assist with responses during interviews (whether in-person or virtual) is not permitted. This policy is in place to maintain the integrity and authenticity of the interview process.
However, we understand that some candidates may require accommodation that involves the use of AI. If such an accommodation is needed, candidates are instructed to contact us in advance at candidateaccommodation@icf.com. We are dedicated to providing the necessary support to ensure that all candidates have an equal opportunity to succeed.
Pay Range - There are multiple factors that are considered in determining final pay for a position, including, but not limited to, relevant work experience, skills, certifications and competencies that align to the specified role, geographic location, education and certifications as well as contract provisions regarding labor categories that are specific to the position.
The pay range for this position based on full-time employment is:
$108,476.00 - $184,409.00
Nationwide Remote Office (US99)
Learning & Development Capability Partner
The Learning & Development Capability Partner is responsible for translating organizational priorities, workforce capability needs, and emerging skill requirements into practical, skill-driven learning and performance solutions.
This role supports capability development across Business Development, Client Delivery, Consulting, Project Management, People Management, Industry and Domain Expertise, Professional Effectiveness, Collaboration.
Partners with business leaders, subject matter experts, and stakeholders to identify capability gaps, define skill expectations, and design learning experiences that help employees perform effectively throughout the employee lifecycle.
This individual will lead the design, development, delivery, and evaluation of learning solutions that are practical, scalable, and embedded in the flow of work. The role will also help connect learning programs, skills frameworks, technology platforms, and workforce priorities into a cohesive enterprise capability-development strategy.
Key Responsibilities
Business and Workforce Alignment
- Partner with the Director, Learning Strategy, business leaders, and subject matter experts to understand organizational priorities, workforce needs, and critical capability gaps.
- Translate business challenges and employee development needs into actionable learning and performance solutions.
- Ensure learning investments are aligned with business strategy, workforce readiness, employee development, and organizational performance.
- Consult with stakeholders to identify the appropriate solution, which may include formal learning, skill labs, tools, resources, coaching, peer learning, or on-the-job enablement.
- Balance enterprise-wide capability needs with the specific requirements of business areas, functions, roles, and employee populations.
- Respond to emerging and in-the-moment learning needs while maintaining alignment with the broader learning strategy.
Enterprise Capability Development
Lead or support learning and capability-building initiatives across the following areas:
Business Development
- Develop capabilities related to opportunity identification, account growth, capture, proposals, client relationships, and effective seller-doer practices.
- Create practical learning experiences that help employees contribute appropriately to business development activities based on their roles and levels.
Client Delivery
- Build capabilities that support consistent, high-quality delivery of client work.
- Develop learning solutions focused on understanding client needs, managing expectations, delivering value, addressing challenges, and strengthening client relationships.
- Reinforce behaviors that promote quality, accountability, responsiveness, and a client-centered mindset.
Consulting
- Develop consulting capabilities such as problem solving, strategic thinking, active listening, asking impactful questions, engaging in difficult conversations, building trust, bringing innovation & creativity, solution development, and achieving valuable outcomes.
- Design applied learning experiences that allow employees to practice consulting skills using realistic business and client scenarios.
- Support the development of trusted-advisor behaviors and consultative approaches across roles and career levels.
Project Management
- Build foundational and advanced project management capabilities aligned with organizational and client-delivery needs.
- Develop learning in areas such as project planning, scope, schedule, budget, risk, quality, team coordination, stakeholder management, and project communication.
- Partner with project management subject matter experts to ensure learning reflects relevant methodologies, standards, and business practices.
People Management
- Design learning that prepares managers to lead employees and teams effectively.
- Build capabilities in areas such as goal setting, coaching, feedback, performance conversations, employee development, delegation, team effectiveness, inclusion, and change leadership.
- Equip leaders and managers with tools and resources that reinforce learning through day-to-day practices.
Industry and Domain Expertise
- Partner with business and technical subject matter experts to support the development and sharing of industry, market, technical, and domain knowledge.
- Create frameworks and learning approaches that help employees build relevant expertise over time.
- Enable subject matter experts to contribute to scalable learning through programs, communities of practice, mentoring/coaching, knowledge-sharing sessions, and curated resources.
- Connect domain-specific learning with consulting, client-delivery, and professional capability development.
Professional Effectiveness
- Create learning experiences that help employees operate effectively in a dynamic professional environment.
- Address capabilities such as confidence, credibility, accountability, adaptability, decision-making, problem-solving, critical thinking, resilience, influence, and navigating ambiguity.
- Develop practical tools and resources that employees can apply directly within their daily work.
Collaboration
- Build capabilities that help employees work effectively across teams, functions, disciplines, and organizational boundaries.
- Develop learning related to teamwork, trust, conflict navigation, knowledge sharing, stakeholder engagement, collaboration, and shared accountability.
- Support collaborative practices for virtual, hybrid, geographically dispersed, and cross-functional teams.
Learning Design and Development
- Own the end-to-end design and development of learning experiences across an operating group.
- Conduct needs assessments and define learning objectives, target audiences, desired behaviors, and success measures.
- Select learning approaches that are appropriate for the audience, business need, and complexity of the capability.
- Design practical and experiential learning that may include:
- Workshops
- Skill labs
- Cohort-based programs
- Simulations
- Case studies
- Practice sessions
- Coaching
- Mentoring
- Peer learning
- Digital learning
- Performance-support tools
- On-the-job assignments
- Communities of practice
- Ensure learning is relevant, accessible, and directly connected to employees’ work.
- Incorporate realistic business, project, team, and client scenarios into learning experiences.
- Develop reinforcement strategies that support behavior change and sustained application after formal learning concludes.
- Curate and organize existing learning resources when developing new content is not necessary.
AI-Enabled and Modern Learning
- Use modern learning approaches, including personalized learning pathways, adaptive learning, and learning embedded within the flow of work.
- Incorporate AI-enabled tools, guided practice, and responsible prompt development into learning experiences when appropriate.
- Explore opportunities to use technology to increase access, personalization, practice, feedback, and scalability.
- Help employees use AI and other emerging tools effectively and responsibly within relevant capability areas.
- Partner with appropriate stakeholders to ensure technology-enabled learning aligns with organizational standards and priorities.
Delivery and Facilitation
- Facilitate high-impact virtual and in-person learning experiences for employees, people managers, and business stakeholders.
- Create psychologically safe and engaging learning environments that encourage participation, practice, reflection, and feedback.
- Adapt facilitation approaches for different audiences, career levels, formats, and business contexts.
- Enable leaders and managers to reinforce learning and support on-the-job application.
- Prepare subject matter experts and business leaders to serve effectively as facilitators, coaches, mentors, or learning contributors.
- Build co-facilitator capabilities to support consistent and scalable delivery.
- Establish facilitator guides, delivery standards, and quality-assurance practices.
Measurement and Impact
- Define meaningful success measures for learning programs, skill labs, digital learning, and performance-support solutions.
- Evaluate learning effectiveness using appropriate qualitative and quantitative measures.
- Partner with the learning team and business stakeholders to determine how success will be measured before launching solutions.
- Use data, employee feedback, and stakeholder insights to improve learning experiences.
- Communicate learning outcomes and recommendations clearly to business and stakeholders.
- Distinguish between learning activity measures and evidence of performance or business impact.
Integration Across the People Function
- Connect capability-development efforts with broader workforce readiness and talent initiatives.
- Ensure alignment with enterprise learning programs, leadership development, career development, employee experience, talent acquisition, performance management, and other priority People initiatives.
- Partner across leadership, Human Resources consulting, Human Resources operations, talent acquisition, total rewards, and other relevant teams to create a cohesive employee experience.
- Identify opportunities to reduce duplication, connect complementary programs, and create clearer learning pathways.
- Support an integrated approach to skills, learning, careers, leadership, and workforce development.
Basic Qualifications
- Bachelor’s degree in Learning and Development, Human Resources Management, Organizational Development, Education, Adult Learning, Instructional Design, Organizational Psychology, Workforce Development, Business Administration, Management, Management Consulting, Organizational Leadership, Project Management, or a related field.
- 8+ years of experience in learning and development, talent development, leadership development, organizational effectiveness, professional services consulting, workforce development, or a related discipline.
Preferred Qualifications
- Experience designing, developing, and delivering learning solutions for professional or client-facing employee populations.
- Experience managing learning programs or capability-building initiatives involving multiple stakeholders and subject matter experts.
- Demonstrated experience translating business or workforce needs into practical learning and performance solutions.
- Experience facilitating virtual and in-person learning experiences.
- Experience supporting learning and capability development within a professional services, consulting, government contracting, or other client-focused organization.
- Demonstrated knowledge of adult learning, instructional design, experiential learning, and performance consulting.
- Experience partnering with business leaders, people managers, functional experts, and technical subject matter experts.
- Experience developing experiential learning, practice opportunities, coaching approaches, and on-the-job reinforcement strategies.
- Experience using modern learning platforms, skills technologies, collaboration tools, and AI-enabled learning solutions.
- Ability to build trusted relationships and influence stakeholders without direct authority.
Bot and Third-Party Applications
Please note that this application must be submitted directly by the applicant for consideration. Failure to do so may result in the application being excluded for consideration. Applicants needing an accommodation for disability or religious purposes in connection with the application process should contact Candidateaccommodation@icf.com for assistance.
Working at ICF
ICF is a global advisory and technology services provider, but we’re not your typical consultants. We combine unmatched expertise with cutting-edge technology to help clients solve their most complex challenges, navigate change, and shape the future.
We can only solve the world's toughest challenges by building a workplace that allows everyone to thrive. We are an equal opportunity employer. Together, our employees are empowered to share their expertise and collaborate with others to achieve personal and professional goals. For more information, please read our EEO policy.
We will consider for employment qualified applicants with arrest and conviction records.
Reasonable Accommodations are available, including, but not limited to, for disabled veterans, individuals with disabilities, and individuals with sincerely held religious beliefs, in all phases of the application and employment process. To request an accommodation, please email Candidateaccommodation@icf.com and we will be happy to assist. All information you provide will be kept confidential and will be used only to the extent required to provide needed reasonable accommodations.
Read more about workplace discrimination rights or our benefit offerings which are included in the Transparency in (Benefits) Coverage Act.
Candidate AI Usage Policy
At ICF, we are committed to ensuring a fair interview process for all candidates based on their own skills and knowledge. As part of this commitment, the use of artificial intelligence (AI) tools to generate or assist with responses during interviews (whether in-person or virtual) is not permitted. This policy is in place to maintain the integrity and authenticity of the interview process.
However, we understand that some candidates may require accommodation that involves the use of AI. If such an accommodation is needed, candidates are instructed to contact us in advance at candidateaccommodation@icf.com. We are dedicated to providing the necessary support to ensure that all candidates have an equal opportunity to succeed.
Pay Range - There are multiple factors that are considered in determining final pay for a position, including, but not limited to, relevant work experience, skills, certifications and competencies that align to the specified role, geographic location, education and certifications as well as contract provisions regarding labor categories that are specific to the position.
The pay range for this position based on full-time employment is:
$108,476.00 - $184,409.00
Nationwide Remote Office (US99)
See all 145+ H-1B Visa Learning And Development Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Learning And Development Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Learning And Development
Map your degree to the role
USCIS requires a direct relationship between your degree field and the L&D position. An instructional design or organizational psychology degree maps cleanly. A general business degree alone may trigger an RFE, so document how your coursework connects to adult learning theory or curriculum development.
Target employers with LCA filing history
Search Migrate Mate to filter L&D roles by employers who have filed Labor Condition Applications for training, instructional design, or talent development positions. Repeated LCA filings in your occupation code signal an employer who understands the H-1B process for your specific role type.
Verify the prevailing wage tier before negotiating
Use the OFLC Wage Search to look up wage levels for your specific SOC code and metro area before your offer conversation. L&D roles spanning instructional design and people management often fall under different SOC codes, and the tier your employer files at affects your offer floor.
Confirm the job description meets specialty occupation
Ask your prospective employer to review whether the posted job description explicitly requires a bachelor's degree in a specific field. Generic L&D postings that list a degree as preferred rather than required can create specialty occupation problems at the I-129 petition stage.
Check your O*NET job zone classification
L&D roles sit in O*NET Job Zone 4, which supports specialty occupation arguments. Pull the O*NET profile for your specific title and use the preparation and education sections to build your position paper if your employer needs to document why the role qualifies.
Time your cap-gap period around training cycles
If you're transitioning from OPT to H-1B, your cap-gap authorization extends through September 30. L&D hiring often aligns with Q1 budget cycles, so a petition filed in April with an October 1 start date means you can begin a new role without an employment gap.
H-1B Visa Learning And Development: Frequently Asked Questions
Do Learning and Development roles qualify as specialty occupations for H-1B purposes?
Yes, when the position requires a bachelor's degree or higher in a specific field such as instructional design, organizational psychology, human resources development, or education. Roles that accept any bachelor's degree regardless of field are harder to qualify. The stronger your employer's job description ties the duties to a theoretical body of knowledge, the cleaner the specialty occupation argument.
Which SOC codes do employers typically use when filing H-1B petitions for L&D roles?
Most L&D roles are filed under SOC 13-1151 (Training and Development Specialists) or SOC 11-3131 (Training and Development Managers) depending on seniority. Some instructional design-heavy roles are filed under SOC 25-9031 (Instructional Designers and Technologists). The SOC code your employer chooses affects the prevailing wage level, so confirm it matches your actual duties before the LCA is filed.
How do I find companies that actively sponsor H-1B visas for Learning and Development positions?
Browse Learning and Development roles on Migrate Mate, which filters listings by employers with verified H-1B LCA filing history in training and instructional design occupations. Large technology companies, healthcare systems, financial institutions, and consulting firms file the most L&D petitions because they run internal training programs at scale and need specialized instructional expertise.
Can an employer file an H-1B petition for an L&D role that involves both training delivery and people management?
Yes, hybrid roles are common in L&D, and USCIS evaluates the primary duties rather than every task listed. If the dominant function requires a degree in a specific field, the position can still qualify. Your employer should structure the job description so that the specialized instructional or organizational development work is clearly the core function, not an add-on to general HR duties.
Does L&D work for a nonprofit or university affect H-1B sponsorship differently than a for-profit employer?
Yes. Nonprofit research organizations and universities that qualify as cap-exempt institutions can file H-1B petitions outside the annual lottery and at any time of year. If you're in an L&D role supporting a qualifying institution's educational mission, your petition isn't subject to the 85,000-slot cap or the April filing window. Confirm cap-exempt status directly with USCIS before your employer files.