As passionate about our people as we are about our mission.

Why Join Q2?

Q2 is a leading provider of digital banking and lending solutions to banks, credit unions, alternative finance companies, and fintechs in the U.S. and internationally. Our mission is simple: build strong and diverse communities through innovative financial technology—and we do that by empowering our people to help create success for our customers.

What Makes Q2 Special?

Being as passionate about our people as we are about our mission. We celebrate our employees in many ways, including our “Circle of Awesomeness” award ceremony and day of employee celebration among others! We invest in the growth and development of our team members through ongoing learning opportunities, mentorship programs, internal mobility, and meaningful leadership relationships. We also know that nothing builds trust and collaboration like having fun. We hold an annual Dodgeball for Charity event at our Q2 Stadium in Austin, inviting other local companies to play, and community organizations we support to raise money and awareness together.

SUMMARY
Q2 is proud of delivering our mobile banking platform and technology solutions, globally, to more than 22 million end users across our 1,300 financial institutions and fintech clients. At Q2, our mission is simple: Build strong, diverse communities by strengthening their financial institutions. We accomplish that by investing in the communities where both our customers and employees serve and live. As the Senior Learning & Development Specialist, you will work closely with the Director, Learning & Development to drive the success of our global L&D initiatives, ensuring our employees are equipped with the skills necessary to excel in a rapidly evolving financial technology landscape. This role will serve as a talent solutions learning consultant, partnering closely with leaders and HR business partners to deliver relevant and viable development solutions to address upskilling, promote professional development, and strengthen leader capabilities across the organization.

The Enterprise Leadership & Performance role owns the design, governance, and evolution of Q2’s leadership development ecosystem across all leader levels. This role is accountable for defining and operationalizing Q2’s leadership capability framework, strengthening performance culture, and building leaders who drive accountability, alignment, and business outcomes. This role designs and delivers Director+ leadership cohorts, co-owns the Enablement Academy for Sr. Manager & below, and embeds a continuous-performance culture grounded in feedback, coaching, data, and enterprise capability expectations. Leveraging AI-enabled analytics and behavioral dashboards, this role identifies leadership gaps, informs workforce strategy, and ensures alignment between leadership capability, performance systems, and Q2’s Cultural Competencies/Attrributes.

The Key Responsibilities include:

• Lead the design, governance, and iteration of Q2’s leadership continuum across all levels, ensuring each stage builds readiness for the next.
• Own the design, development, and delivery of leadership cohorts for Directors and above, including executive learning experiences, simulations, and development labs.
• Co-own the leadership and enterprise capability tracks within the Enablement Academy for Sr. Manager & below.
• Define, govern, and continuously refine Q2’s Leadership Capability Framework for all leader levels.
• Lead the design, development, and embedding of a performance management culture grounded in accountability, feedback, coaching, and continuous alignment.
• Integrate Q2’s Cultural Competencies “Success Circle” with leadership development, capability models, performance expectations, and manager/leader enablement.
• Partner with OD/Talent Management and People Analytics to design dashboards tracking Leadership effectiveness, Team health and manager quality, Feedback quality and frequency and Engagement, readiness, and performance indicators

The Key Metrics & Outcomes include:

• Leadership effectiveness improvements
• Strength and readiness of succession pipelines at all leadership levels
• Improved performance differentiation and accountability behaviors
• Manager quality indicators (feedback quality, coaching frequency)
• Adoption and use of leadership dashboards across HRBPs and executives
• Strong alignment between Success Circle, performance, and leadership practices

RESPONSIBILITIES • Improve Business Results: Build a role-based skill development approach that results in improved time to productivity and enhanced overal