UK

United Kingdom · Human Resources · Director/VP (16-20 years)

Director of HR Operations

Here is the whole job, in plain words. What it is, a real day, what you decide, how you're judged, how people get here and where they go next. Then the part no course gives you: twelve AI tutors who learn your work.

  • Experience bandDirector/VP (16-20 years)
  • Direct reports3-8 reports
  • Reports toVP of Global People Operations
  • UK framework levelUsually a director, accountable for a division and its numbers

Also advertised as Head of People Services · HR Shared Services Director · Director, Employee Experience Operations

Built on an analysis of 43,079 real UK job descriptions · grounded in qualifications employers recognise

Start with a free Future Fluency check, tuned to Director of HR Operations

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1What this role really is

This isn't just about making sure the HR engine runs; it's about designing and building that engine. You'll be the architect behind how our employees get support, how their data flows, and how our HR tech actually helps people, rather than just existing. Think big picture, long-term impact on how everyone experiences HR.

2What you'd actually use

The tools this job runs on, and how well you'd need to know each one.

HRIS (Workday / SAP SuccessFactors)Strategic/Architect

Leading HRIS module implementation projects, partnering with IT on integration strategy (e.g., API connections to payroll), and governing data architecture and security roles across the enterprise.

Case Management (ServiceNow HRSD / Jira Service Mgt)Strategic/Architect

Owning the entire platform strategy, negotiating contracts with vendors, defining enterprise-wide SLAs, and designing the tiered support model within the tool.

Knowledge Base (Confluence / SharePoint)Strategic/Architect

Designing the entire knowledge management strategy, implementing AI-powered search and chatbot integrations to drive Tier 0 self-service adoption.

Doc Management (DocuSign / Adobe Sign)Strategic/Architect

Setting enterprise policy for electronic signatures and document retention, managing vendor relationships, and integrating systems with the core HRIS for seamless document workflows.

Analytics (Power BI / Tableau / Advanced Excel)Strategic/Architect

Using analytics to build business cases for new technology or process changes, presenting data-driven insights on operational efficiency to executive leadership, and forecasting future HR operational needs.

Benefits Administration Platforms (Benify / Fidelity NetBenefits)Strategic/Architect

Managing the relationship with benefits platform vendors, analysing platform usage data to improve the employee experience and communication strategy, and ensuring platform integration with HRIS and payroll.

3What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choiceComing inWhere you are nowThe step above
HR Tech Vendor SelectionNo authority. Suggests tools for specific tasks to supervisor.Recommends specific tools for project use to manager, based on research.Evaluates and recommends vendors for specific workstreams (e.g., new benefits admin platform) to Director, with cost analysis.
Organisational Design & Staffing (HR Ops)No input on team structure.Suggests minor process improvements to manager.Proposes workflow changes within their workstream, impacting 2-3 team members.
Policy Interpretation & ExceptionsFollows documented policies. Escalates any interpretation questions.Applies policies to routine cases, escalates exceptions or complex interpretations.Interprets complex policies, advises junior staff, recommends policy clarifications to Director.

4How you'll be judged

The scoreboard, honestly: the hard targets, how often each one is actually looked at, and the quiet human signals that never make it onto a dashboard.

Tier 0 Self-Service Rate
The percentage of employee inquiries resolved through self-service channels (e.g., knowledge base, chatbot) without needing human intervention.
Target · Increase from 40% to 60% within 18 months

If 1,000 queries come in, and 400 are solved by the chatbot, we're at 40%. You'd aim to get that to 600.

Cost Per HR Transaction
The average cost associated with processing a single HR transaction (e.g., onboarding, payroll change, benefits enrolment), factoring in tech, labour, and overheads.
Target · Reduce by 20% through automation and process optimisation over 2 years

If onboarding a new hire costs £150 today, you'd aim to get that down to £120 by streamlining processes and using tech smarter.

Employee Satisfaction (eNPS) for HR Support
A measure of how satisfied employees are with the HR support they receive, often captured through surveys after interactions.
Target · Increase by 10 points (e.g., from +20 to +30) within 12 months

After implementing a new case management system, the eNPS for HR support jumps from +25 to +35, showing employees feel better served.

HR Tech ROI
Demonstrating a positive return on investment for new HR technology implementations or significant upgrades.
Target · Achieve positive ROI (e.g., 1.5x) on major tech investments within 18 months of go-live

A new HRIS module costs £500K to implement, but saves £750K in manual effort and compliance fines over 18 months, showing a 1.5x ROI.

Strategic Alignment & Influence
Your ability to shape the HR Operations strategy to align with broader business goals and to influence senior leadership on key decisions.
  • Regularly invited to present to the C-Suite on HR ops strategy
  • your recommendations for tech investments are consistently approved
  • HRBPs actively seek your input on complex employee lifecycle challenges.
Team Leadership & Development
How effectively you build, mentor, and lead a high-performing HR Operations team, fostering a culture of continuous improvement and employee focus.
  • High retention rates within your team
  • clear succession plans for key roles
  • team members consistently exceeding performance targets
  • positive feedback from skip-level reports on your coaching and support.
Risk Mitigation & Compliance
Proactive identification and mitigation of operational and compliance risks within HR processes, ensuring we stay on the right side of the law and best practice.
  • Zero critical audit findings related to HR operations
  • proactive implementation of new regulatory requirements ahead of deadlines
  • clear, documented risk management plans for major HR processes.

5Would you like it

The honest version. What people enjoy, and what grinds them down.

What people enjoy
Building & Optimising Systems

You'll spend a good chunk of your time designing new workflows, evaluating HR tech, and figuring out how to make existing processes smoother and more effective for everyone.

Seeing a new HRIS module go live and immediately reduce manual data entry by 30% across the HR team.

Driving Business Impact through Efficiency

Your work directly contributes to saving the company money, reducing risk, and improving the overall employee experience, which in turn helps the business achieve its goals.

Presenting to the executive team on how your team's initiatives have reduced the cost per hire by 15% whilst improving candidate experience.

Leading & Developing Teams

You'll be coaching your managers, setting strategic direction for your team, and making sure they have the tools and skills they need to succeed and grow.

Mentoring a Lead Specialist who then successfully takes on management of a critical programme, showing clear growth under your guidance.

What frustrates people
  • The sheer inertia of large organisations when trying to implement new systems or processes.
  • Getting buy-in from multiple, often siloed, departments for cross-functional HR initiatives.
  • Legacy HR systems that refuse to talk to each other, creating 'swivel chair' workarounds.
  • The constant tension between employee experience and strict compliance requirements.
  • Managing expectations from senior leadership about project timelines and resource constraints.
What this role does not give you
  • A purely hands-on, individual contributor role where you're just executing tasks.
  • A completely predictable work schedule with no urgent, high-stakes issues popping up.
  • The ability to make every single decision without needing to consult or get buy-in from others.
  • A role where you can avoid complex political landscapes and inter-departmental negotiations.

6Who you work with

This role directly impacts our entire workforce's experience with HR. You'll be making strategic decisions that affect operational efficiency across all HR functions, employee satisfaction with HR services, and our overall compliance posture. If you get it right, we'll have a HR function that's seen as a true enabler, not a bottleneck.

Inside the business
  • VP of Global People Operations
  • HR Business Partners (HRBPs)
  • Heads of Compensation & Benefits
  • Head of Talent Acquisition
  • IT Leadership (CIO/CTO)
  • Legal Counsel
  • Finance Director
Outside the business
  • HRIS Vendors (e.g., Workday, SAP SuccessFactors)
  • Case Management System Vendors (e.g., ServiceNow HRSD)
  • Benefits Providers
  • Payroll Providers
  • External Auditors
  • Legal Advisors

7What you need before you start

Not a wish list. The things you would be expected to already have.

  • Proven track record of designing and implementing large-scale HR service delivery models.
  • Extensive experience (10+ years) managing complex HRIS platforms (e.g., Workday, SAP SuccessFactors) from a functional perspective, including integrations.
  • Demonstrable experience leading and developing teams, including managers of managers.
  • Strong financial acumen, including managing significant departmental budgets (£2M+).
  • Expertise in global data privacy regulations and labour laws, with practical application in HR operations.
  • Experience presenting strategic recommendations and operational updates to executive leadership.

8What to practise next

Where the job is going, and what to do about it starting this week.

Predictive Analytics for Workforce Operations

Moving beyond reactive reporting, you'll need to use data to forecast future HR operational needs, identify potential issues (e.g., attrition hotspots, compliance risks), and proactively optimise resource allocation. This means leveraging advanced statistical models and machine learning outputs.

Regression Analysis for HR Forecasting · Machine Learning for Anomaly Detection · Data Visualisation for Strategic Storytelling · Ethical Considerations in Predictive HR

  • This quarter: Work with an existing data scientist to understand how they build predictive models.
  • This month: Explore online courses on 'HR Analytics' or 'Predictive HR' focusing on practical applications.
  • Next quarter: Identify one area in HR Operations where predictive insights could significantly improve decision-making.
  • Within 6 months: Commission a pilot project to build a simple predictive model for service demand or attrition risk.

Quick win: Start by identifying key operational metrics that have historical data and try to spot trends or correlations that could be used for simple forecasting. No fancy tools needed initially.

9Staying current once you are in

What people here do to keep up
  • Regularly attending HR technology conferences (e.g., HR Tech, Workday Rising) to stay abreast of industry trends and vendor roadmaps.
  • Participating in executive leadership programmes focused on digital transformation or strategic operations.
  • Joining professional networks or peer groups for HR Operations leaders to share best practices and challenges.
  • Engaging in continuous learning around AI ethics, data governance, and global labour law updates.

10How the AI economy is changing work like this

Before we ask anything of you, here's what we can already say about AI and work of this kind:

The new skill this role is being asked for: AI Ethics & Governance in HR

As we use more AI in HR (chatbots, predictive analytics for workforce planning), understanding the ethical implications—fairness, bias, transparency—and establishing robust governance frameworks becomes critical. Regulators are already looking at this, and employees will demand it.

We'll only ever tell you what we can actually back up. No hype, no scare tactics.

The rising capability

Zavmo analysis

What's rising in its place

This is where the work is heading, and the higher pay with it. Get fluent here and the shift stops being a threat and starts being your edge.

AI Ethics & Governance in HR

As we use more AI in HR (chatbots, predictive analytics for workforce planning), understanding the ethical implications—fairness, bias, transparency—and establishing robust governance frameworks becomes critical. Regulators are already looking at this, and employees will demand it.

  • Algorithmic Bias Detection
  • Explainable AI (XAI)
  • Data Security & Privacy for AI
  • AI Policy Development

Digital Transformation Leadership

HR is no longer just about 'digitising' paper forms; it's about fundamentally rethinking processes through a digital-first lens. You'll need to lead large-scale digital transformation programmes, not just manage system upgrades. This means influencing culture, managing complex integrations, and driving adoption.

  • Change Management at Scale
  • Agile HR Project Management
  • User Experience (UX) Design Thinking for HR
  • Ecosystem Integration Strategy

What you’ll use

Skills this role draws on

Technical

  • Tiered Service Delivery Model Design
  • Employee Lifecycle Management Strategy
  • Knowledge-Centered Service (KCS) Implementation
  • SLA/OLA Framework Development & Governance
  • Advanced Root Cause Analysis & Process Re-engineering

The pathway

How you actually get there, here

How you become one varies far more by country than what one does. This is the UK route. Most people take one of these ways in; the right one depends on where you're starting from.

  1. 1

    Head of HR Shared Services / Senior HR Operations Manager

    5-8 years in this role before Director

    Skills to master

    • Scaling a Tier 1 HR shared service centre, managing a large team (20+), implementing core HR systems, and reporting on operational KPIs to senior leadership.

    You're ready to move on when

    • Successfully led a major HR system upgrade or implementation.
    • Demonstrated ability to reduce operational costs whilst improving employee satisfaction.
    • Consistently delivered on complex HR projects with multiple stakeholders.
    • Built and developed a high-performing team, with clear succession planning.
  2. 2

    Head of HRIS / HR Technology Lead

    5-7 years in this role before Director

    Skills to master

    • Deep expertise in HRIS architecture and integrations, vendor management for HR tech, data governance, and leading technical projects within HR.

    You're ready to move on when

    • Successfully integrated multiple HR systems or modules.
    • Developed and executed a multi-year HR technology roadmap.
    • Proven ability to translate business needs into technical requirements for HR systems.
    • Strong collaboration with IT leadership on HR tech strategy.
  3. 3

    HR Business Partner (Senior/Lead)

    7-10 years in this role before Director

    Skills to master

    • Deep understanding of business unit needs, strategic workforce planning, employee relations, and influencing senior business leaders. This path requires a pivot into operational design.

    You're ready to move on when

    • Led significant organisational change initiatives from a people perspective.
    • Developed and implemented HR strategies that directly supported business growth.
    • Strong commercial acumen and understanding of business drivers.
    • Demonstrated interest and capability in process improvement and technology.

11Where this role leads

The long view:Your journey as Director of HR Operations is a pivotal one, setting the stage for significant impact on our employees and the business. We're committed to supporting your growth, whether that's into a broader executive role or as a deeply specialised expert in HR technology and operations. Your development is our priority.

Pay & demand

Pay and demand for this role will appear here, each figure traced to a named authoritative source (e.g. the ONS Annual Survey of Hours and Earnings, under the Open Government Licence). We don’t show numbers we can’t attribute.

The ten Future Fluencies

Zavmo analysis

The credential is what you can do today. These are what keep you valuable.

A qualification proves you can do the job as it's defined today. These ten are what decide whether you're still the obvious person for it in five years. They're the capabilities employers are now writing into senior roles faster than people are learning them. Zavmo weaves them through whatever you study, so you come out with both: the credential and the fluency.

The highlighted ones are the Fluencies your role leans on hardest, from how Director of HR Operations is actually changing. In about two minutes, the free confidence check asks where you stand on each of the ten. That's the whole check, and it's what makes the plan yours rather than generic.

Where it leads

Roles this leads to

Also named as a next step, with no page in the catalogue yet:

  • Chief People Officer (CPO) / Chief HR Officer (CHRO)

12The team that's yours

No two people are taught the same way. This is one-to-one, not one-to-many.

Zavmo is a hyper-personalised AI learning platform. Twelve virtual tutors, each with a different way of teaching, and one orchestration agent that picks the right one for the moment. So every single lesson is shaped around you, your role, and the way you learn. Not a course everyone sits through. A conversation built for you, and no one else.

…and nine more, matched to you after your first chat. Meet all twelve

Start free and meet yours

13What it feels like

A conversation, not a course

Because your tutor knows your role, your projects and your last session, learning sounds like this. And it's different for every single person:

Administer human resource recordsLevel 3

Applied to your work in Director of HR Operations

This unit aims to provide learners with the knowledge and skills to administer human resource records effectively. Learners will understand organisational and legal requirements, including data protection and employment law, and be able to create personnel files, maintain accurate records, and report information to stakeholders.

How the thinking builds
  1. Remember
  2. Understand
  3. Apply
  4. Analyse
  5. Evaluate
  6. Create
An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

One to one, not one to many

No two people run this the same way

A course is written once and handed to everyone. This is assembled around you, and keeps changing as it learns you. Five things it reads, and what each one changes.

  1. Your actual work Every lesson is taught against a live piece of your own work, not a worked example from a textbook.
  2. What you already know The first conversation finds your starting point, so you skip what you can already do and spend the time on what you cannot.
  3. The conditions you learn under Not a learning-styles quiz. The evidence does not support those. The dimensions the research does back, read once and used to shape the plan.
  4. How far you got last time It picks up mid-thought. The tutor knows what you said, what you struggled with, and what it asked you to try.
  5. Which tutor suits the moment Twelve of them, each for a different kind of thinking. The one who walks you through a first idea is not the one who stress-tests it.

See how you learn, free. Eight questions, no sign-up. A directional taster; the diagnostic inside Zavmo goes deeper and keeps adapting.

DemonstrateIllustration

Evidenced on your work in Director of HR Operations

You do not finish by watching something. You finish by showing it on the work you already do, against the measures this job is judged on.

  • Tier 0 Self-Service RateThe percentage of employee inquiries resolved through self-service channels (e.g., knowledge base, chatbot) without needing human intervention.If 1,000 queries come in, and 400 are solved by the chatbot, we're at 40%. You'd aim to get that to 600.Increase from 40% to 60% within 18 months
  • Cost Per HR TransactionThe average cost associated with processing a single HR transaction (e.g., onboarding, payroll change, benefits enrolment), factoring in tech, labour, and overheads.If onboarding a new hire costs £150 today, you'd aim to get that down to £120 by streamlining processes and using tech smarter.Reduce by 20% through automation and process optimisation over 2 years
  • Employee Satisfaction (eNPS) for HR SupportA measure of how satisfied employees are with the HR support they receive, often captured through surveys after interactions.After implementing a new case management system, the eNPS for HR support jumps from +25 to +35, showing employees feel better served.Increase by 10 points (e.g., from +20 to +30) within 12 months
  • HR Tech ROIDemonstrating a positive return on investment for new HR technology implementations or significant upgrades.A new HRIS module costs £500K to implement, but saves £750K in manual effort and compliance fines over 18 months, showing a 1.5x ROI.Achieve positive ROI (e.g., 1.5x) on major tech investments within 18 months of go-live
These are this job's own measures, with its own targets. Nothing is marked evidenced, because nobody has started this yet. Yours would fill in from the work you bring.

Your passport

This isn't a certificate you file away. It's a passport to the life you're designing.

Every credit you earn and every fluency you build adds up: evidence where it counts, carried with you. Zavmo keeps the map: where you are, where you're heading, and the next step, at your pace, around your life. From Director of HR Operations to VP of Global People Operations, and whatever you decide comes after.

Level 7 · in progressAI Fluency→ VP of Global People Operations→ your design
Where this takes you

Your journey as Director of HR Operations is a pivotal one, setting the stage for significant impact on our employees and the business. We're committed to supporting your growth, whether that's into a broader executive role or as a deeply specialised expert in HR technology and operations. Your development is our priority.

See Your Progress GrowIllustration
Director of HR Operations
  • Tiered Service Delivery Model Design
  • Employee Lifecycle Management Strategy
  • Knowledge-Centered Service (KCS) Implementation
  • SLA/OLA Framework Development & Governance
  • Advanced Root Cause Analysis & Process Re-engineering
This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

14The detail, folded away

Everything else the record holds

The career branches in full, how AI is already showing up in the day-to-day, and the questions people ask about this job. Here when you want them, out of the way while you decide.

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

Director of HR Operations is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. VP of Global People Operations

    3-5 years as Director

    From L6 to L7

    • Advanced HR analytics for strategic workforce planning
    • Global HR policy harmonisation and localisation
    • Building and leading a multi-functional HR leadership team
    • External representation as a thought leader in People Operations

  2. Chief People Officer (CPO) / Chief HR Officer (CHRO)

    5-8 years as Director (often via VP role)

    From L6 to L7

    • Holistic talent management strategy (acquisition, development, retention)
    • Executive compensation and benefits strategy
    • Organisational effectiveness and change leadership across the entire business
    • Driving diversity, equity, and inclusion as a core business imperative
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, leading HR Operations is about strategic vision, not manual grunt work. Imagine if you and your team could reclaim hours every week from repetitive tasks, allowing you to focus on what truly matters: designing world-class employee experiences and driving strategic change. That's where AI comes in.

For a Director of HR Operations, AI isn't just a tool for your team; it's a strategic enabler. It helps you scale your services, reduce costs, and gain insights that were previously impossible. You'll be using AI to transform how your entire function operates, not just to make individual tasks quicker.

The Tier 0 Chatbot Architect

You'll be designing and overseeing the implementation of AI-powered chatbots that live on our intranet or Slack. These bots will instantly answer common employee questions, deflecting thousands of tickets from your human team. This isn't just about efficiency; it's about empowering employees with instant answers, 24/7. Think about the impact on employee satisfaction and your team's workload.

The Strategic Trend Spotter

AI tools will analyse vast amounts of employee ticket data, feedback, and HRIS information to identify emerging trends, root causes of issues, and potential compliance risks that a human might miss. You'll use these insights to proactively address systemic problems, refine policies, and inform strategic decisions about resource allocation and process redesign. This moves you from reactive problem-solving to proactive strategic planning.

The Policy & Compliance Summariser

When faced with complex new regulations or obscure policy documents (especially across different countries), AI can scan these lengthy texts and provide concise, bulleted summaries of key implications for our HR operations. This saves countless hours of legal research for your team and ensures you can quickly adapt processes to maintain compliance, reducing risk across the organisation.

The Empathetic Communication Assistant

AI can help draft clear, consistent, and empathetic responses for your team to common but sensitive inquiries. More strategically, you can use AI to review and optimise communication templates across your function, ensuring they're always on-brand, compliant, and compassionate. This elevates the quality of every employee interaction, even when your team is under pressure.

Common questions

Common questions

How do you become a Director of HR Operations?

Common routes in include Head of HR Shared Services / Senior HR Operations Manager (5-8 years in this role before Director), Head of HRIS / HR Technology Lead (5-7 years in this role before Director) and HR Business Partner (Senior/Lead) (7-10 years in this role before Director). Times vary with prior experience.

Where can a Director of HR Operations progress to?

This role can lead on to VP of Global People Operations (3-5 years as Director) and Chief People Officer (CPO) / Chief HR Officer (CHRO) (5-8 years as Director (often via VP role)), depending on the skills you build.

What level is a Director of HR Operations in the UK?

This role aligns to RQF Level 7 on the UK framework, a guide to the depth of qualification it maps to, not a hard entry bar.

What new skills matter most for a Director of HR Operations?

Increasingly, AI Ethics & Governance in HR and Digital Transformation Leadership. These are the areas where the higher-paid, future-proof work is heading.

The honest bit

You’ve started things before

Most of them were built for a room full of people who aren’t you. A cohort moves on whether or not your week allowed it, and by the third week the thing you’re behind on becomes the reason you stop opening it.

There’s no cohort here, and no timetable to fall behind. Before anything starts, Zavmo asks when you’re sharpest and how long you can realistically sit down for, then builds the sessions around those answers. A bad fortnight changes your pace. It doesn’t put you behind.

And you only pay once you start learning. Searching and planning are free, and you can cancel any time — so the cost of finding out is an afternoon, not a year.

What it costs

Less than one coaching session. Every month.

A single career-coaching hour costs more than a month of this, and it ends when the hour does. Zavmo doesn't. It's £70 a month, about £2.30 a day, for a companion that knows Director of HR Operations, works on the job you actually do, and keeps going at your pace rather than a timetable's.

  • Searching and planning stay free. You only pay when you start learning.
  • Your credits are yours. Regulated, and they don't vanish when a subscription ends.
  • Cancel any time and billing stops. No notice period, no minimum term.

Your path, personalised

You have the map. Walking it is the part we do together.

This route runs to 1 national skill standard. That is a real journey.

Zavmo shapes a learning experience as unique as you are. It fits how you learn, your pace and the work you already do. Every step stays benchmarked to recognised national standards. That’s the plan for becoming a Director of HR Operations: personal to you, and it still counts. The first steps are free.

Independent research finds well-designed intelligent tutoring performs nearly as well as one-to-one human tutoring: VanLehn (2011), Educational Psychologist.

A private tutor in the UK averages £35–40 an hour . Zavmo is £70/month.

A real plan on learn.zavmo.ai: Ofqual-regulated units, credits, and a three-month run at your own pace.
Start free No commitment. See your first steps free.

15Where to go from here

Other roles at Level 7

Same depth of qualification, different job. Useful if the work appeals but this particular role does not.

Other roles in Human Resources

Stay in the field you know and move sideways rather than up.

If you leave this industry

The skills you'll gain in this role—strategic operations design, large-scale system implementation, team leadership, and compliance—are highly transferable. You could move into similar Director or VP-level roles in other industries (e.g., Finance, Retail, Healthcare) or even pivot into a consulting role specialising in HR transformation.

Not sure this is the right direction?

Work out what you actually want from work first, then come back and see which roles fit it. Takes about ten minutes.

This role profile is © 2026Growth Engineering Technologies Ltd. Built from UK occupational standards and regulated qualification data, and written for Zavmo.

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Build my plan, free Here's the first ten minutes: a 2-minute confidence check → your personalised roadmap → meet the tutors matched to you. No card, cancel any time. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.