Learning & Development Lead

Position Overview

Example Responsibilities

• The following are example responsibilities of this position and are, as such, not meant to be exhaustive, nor convey every responsibility that may vary over time, without changing the essence of this position:
• **Learning Strategy & Capability Framework:**
• Develop and implement the UK L&D strategy aligned to business objectives.
• Design and maintain the organisational capability and principles framework, defining technical skills, behavioural expectations, leadership standards.
• Identify current and future capability gaps and build targeted development solutions.
• Establish a matrix working framework with L&D Practice roles to ensure consistent application of methodology, embedding best practice and continuous improvement across all learning initiatives.
• **Career Pathways & Job Development:**
• Design and maintain clear career pathways across functions and levels.
• Partner with HR and business leaders to support job architecture, role clarity, progression criteria.
• Enable transparent development and mobility opportunities that improve retention and internal career progression.
• **Employee Engagement & Survey Action Planning:**
• Partner with HR to drive employee engagement initiatives and analyse survey results to identify priority themes.
• Facilitate post-survey action planning sessions with leadership teams and embed accountability for delivery.
• Monitor and report on engagement improvement plans, ensuring measurable outcomes.
• **Performance Management (End-to-End):**
• Own and continuously enhance the end-to-end performance management framework, including goal setting, mid-year and annual reviews, performance calibration, Personal Development Plan (PDP) processes.
• Provide training and coaching to managers to strengthen performance and feedback capability.
• Ensure the process reinforces a high-performance and development-focused culture.
• **Talent Assessment & Management:**
• Lead the annual talent review cycle using the 9-box framework.
• Facilitate calibration discussions with senior leaders to ensure robust and consistent talent assessment.
• Identify high-potential individuals and development needs, provide data-driven insights on talent pipeline health and organisational risk.
• **Promotions & Succession Planning:**
• Establish and govern fair, transparent promotion frameworks.
• Lead succession planning for critical roles, maintaining clear readiness assessments and development pathways.
• Partner with leaders to build targeted development plans for identified successors and monitor bench strength across key positions.
• **Leadership Development:**
• Design and deliver in-house leadership programmes aligned to company principles and KPIs.
• Define leadership best practices and behavioural expectations across levels.
• Evaluate programme effectiveness using agreed success metrics and manage external training providers where appropriate.
• **Reporting, Governance & Continuous Improvement:**
• rack and report on key L&D and talent KPIs, including engagement, internal mobility, succession coverage, talent progression.
• Use data insights to refine processes and strengthen organisational capability.
• Ensure compliance with employment and learning regulations in relevant operating jurisdictions.
• **Collaboration and Stakeholder Engagement:**
• Build strong partnerships with senior leaders, HR Business Partners, functional heads.
• Provide expert advice on learning, capability, talent strategy.
• Influence and support leaders to embed a strong learning culture and accountability for development across the organisation.

Education, Experience, Knowledge & Other Skills

• The following criteria outline the minimum hiring criteria for this position, unless otherwise stipulated below as “preferred,” or “a plus.”
• **Undergraduate degree**
• in Human Resources, Organisational Development, Business, Education, or a related discipline.
• **6–8+ years’ experience**
• in Learning & Development, Talent Management, or a related People function.
• CIPD Level 5 or 7 qualification preferred
• **Demonstrated experience**
• supporting end-to-end performance management processes.
• **Experience**
• facilitating or supporting 9-box talent reviews and succession planning.
• **Proven experience**
• designing and delivering blended learning programmes (virtual and in-person).
• **Strong stakeholder management**
• and partnership skill and influencing capability within matrix organisations.
• **Experience**
• implementing or optimising digital learning platforms (LMS/LXP) desirable.
• **Communication:**
• Strong written and verbal communication skills with the ability to influence stakeholders at all levels..
• **Presentation Skills:**
• Demonstrated ability to facilitate impactful learning sessions and lead structured talent discussions.
• **Collaboration:**
• Proven track record of working cross-functionally within HR and the wider business.
• **Project Management, Time Management & Organisation:**
• Strong ability to manage multiple programmes simultaneously, delivering to deadlines with high attention to detail.
• **Continuous Improvement Mindset:**
• Uses feedback, analytics, benchmarking to enhance programme impact and organisational capability.

What We Offer

• The opportunity to own and shape the L&D function at a specialist, strategy-led global healthcare consultancy
• A high-growth, entrepreneurial environment where your work has direct visibility and measurable impact
• Close collaboration with senior leaders, HR Business Partners, and expert teams across a global matrix organisation
• A platform to build deep expertise across the full talent and learning lifecycle – from capability frameworks to leadership development
• The opportunity to help shape a strong learning culture at an organisation where people development is taken seriously
• Working flexibility and the opportunity to be assigned to either our London and Manchester office
• *We are an equal opportunity employer and fully comply with applicable legislation in all of the geographies in which we operate.
• Applicants are considered for positions without regard to veteran status, uniformed service member status, race, colour, religion, sex, national origin, age, physical or mental disability, genetic information or any other category protected by applicable national, federal, state or local laws.*
• *Don’t meet every job requirement?
• That’s okay!
• Our company is dedicated to building a diverse, inclusive and authentic workplace.
• If you’re excited about this role, but your experience doesn’t perfectly fit every qualification, we encourage you to apply anyway.
• You may be just the right person for this role or others.*