UK

United Kingdom · Knowledge management · Principal/Manager (12-16 years)

Manager, Learning & Knowledge Platforms

Here is the whole job, in plain words. What it is, 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.

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  • Experience bandPrincipal/Manager (12-16 years)
  • Direct reports5-10 reports
  • Reports toDirector, Learning & Performance Technology
  • UK framework levelUsually a manager, or the deepest specialist in a team

Also advertised as Head of Learning Technology · Learning Systems Manager · Knowledge Platform Lead

Built on 43,079 real UK job descriptions we analysed · grounded in qualifications employers recognise

Two short quizzes about you

1From this job to a course

The qualifications matched to this job

NCFE CACHE Level 5 Diploma in Advanced Playwork (Wales) NCFE · Level 5 · covers 1 of 5 standards
TQUK Level 3 Diploma in Specialist Support for Teaching and Learning in Schools (RQF) Training Qualifications UK Ltd · Level 3 · covers 1 of 5 standards
Focus Awards Level 3 Diploma in Playwork (RQF) Focus Awards Limited · Level 3 · covers 1 of 5 standards

Matched from the standards this job is measured against: a suggestion, not an official ruling.

The units you would start with

Provide learning opportunities for colleagues NCFE CACHE Level 5 Diploma in Advanced Playwork (Wales)
Support learning and development within own area of responsibility TQUK Level 3 Diploma in Specialist Support for Teaching and Learning in Schools (RQF)

The future skills this job leans on

AI Fluency working with AI as a thinking partner
Data Fluency turning numbers into a decision
AI Governance Fluency using AI responsibly
Foresight Fluency seeing round the corner
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Built for Manager, Learning & Knowledge Platforms

2 units that map to this job, from the qualifications that cover it.

  1. Provide learning opportunities for colleagues NCFE · covers 1 of 5 standards Level 5
  2. Support learning and development within own area of responsibility Training Qualifications UK Ltd · covers 1 of 5 standards Level 3
These are the real units behind this job, in the order they rank for it. Nothing here is marked done, because this plan has not been started by anyone yet. Yours would fill in as you go.

2AI and this work

Will AI change your work as a Manager, Learning & Knowledge Platforms?

Nobody can say exactly how. Here is what this job is being asked for next, and where to start.

The new skills this role is being asked for

  • AI Ethics & Governance in L&D
  • Adaptive Learning Pathway Design
Why each one is rising

The future skills this job leans on

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

What happens when you start

Next, a free account. We build your Manager, Learning & Knowledge Platforms plan as you set up, starting with a Future Fluency module on using AI in your job. No card.

Your first Future Fluency module is free. After that, your AI tutor is £70 a month.

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3What this role really is

This job involves managing the learning technology platforms an organisation uses, such as Docebo or Cornerstone, and making sure they support learning and performance. It covers setting direction for how these platforms are used and making sure they connect with wider knowledge systems.

4What you'd actually use

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

Docebo / Cornerstone OnDemand (Enterprise Management) Strategic/Architect

You'll lead vendor selection (RFP process), design the enterprise-wide platform architecture, own the technology roadmap, and ensure the platform integrates seamlessly with our wider knowledge ecosystem. You'll also oversee major configuration changes and troubleshoot high-level strategic issues.

Articulate 360 (Strategic Content Standards) Strategic/Architect

You'll set organisational standards for authoring tools and accessibility (WCAG), evaluate emerging authoring technologies, and ensure your team uses these tools to create high-quality, engaging, and compliant learning content. You'll guide the strategy for content development.

Confluence / Guru / Notion (Knowledge Integration) Strategic/Architect

You'll architect the overall knowledge ecosystem, ensuring a seamless flow between formal learning content in the LMS/LXP and performance support resources in our knowledge bases. This involves designing integration points and content governance models.

Tableau / Power BI / Visier (Learning Analytics Strategy) Strategic/Architect

You'll develop the enterprise learning analytics strategy, defining what data we collect, how we connect it to business outcomes, and what dashboards and reports are needed for executive leadership. You'll present data-driven insights to inform strategic decisions.

Jira / Asana / MS Teams (Portfolio Management) Advanced

You'll manage the portfolio of all learning technology projects, overseeing multiple workstreams and ensuring resources are allocated effectively. You'll optimise cross-functional development processes and manage stakeholder communications for major initiatives.

Synthesia / Descript / Vyond (AI Media Evaluation) Advanced

You'll evaluate and pilot new AI tools to improve content development efficiency and personalization at scale. You'll guide your team on how to effectively use these tools, setting standards for quality and ethical use in content creation.

5What 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 in Where you are nowThe step above
Team Hiring & Performance Supports interview scheduling, provides feedback on candidates. Participates in interviews, provides structured feedback, helps onboard new joiners. Leads interview panels, makes hiring recommendations, manages performance improvement plans.
Platform Feature Prioritisation Identifies user pain points, suggests minor feature improvements. Proposes solutions for identified issues, gathers requirements from users. Designs and scopes new features, makes recommendations for major platform enhancements.
Vendor Selection & Contracts Researches potential tools, helps compile vendor information. Participates in vendor demos, evaluates technical capabilities, provides input on selection criteria. Leads RFP processes for smaller tools, negotiates terms for minor contracts (under £50K), manages day-to-day vendor relationships.
Budget Allocation (Learning Tech) Tracks small project expenses, flags overspends. Manages project budgets up to £10K, provides input for annual budgeting. Manages workstream budgets up to £50K, contributes to overall department budget planning.

6How you'll be judged

The scoreboard, and what is not on it. The hard targets, how often each is actually looked at, and the quiet signals that never reach a dashboard.

Learning Platform Engagement Rate
The percentage of active employees regularly using our learning platforms (LMS/LXP) for formal and informal learning.
Target · Increase from 60% to 75% over 18 months

If 7,500 out of 10,000 employees logged into the LMS at least once in the last quarter, and completed a course or accessed a resource, that's a 75% engagement rate.

Time-to-Competency Reduction
The average time it takes for new hires in critical roles (e.g., sales, customer support) to reach full productivity, as influenced by structured learning pathways.
Target · Reduce by 20% for key roles within 12 months

If new sales reps typically take 6 months to hit 80% quota attainment, we'd aim to reduce that to 4.8 months through optimised onboarding and ongoing learning.

Learning Technology Budget Adherence
Managing the annual budget for all learning platforms, tools, and associated services, staying within allocated spend.
Target · Within ±5% of the allocated annual budget (£500K-£2M)

If your annual budget is £1M, you're expected to spend between £950K and £1.05M, demonstrating effective resource allocation and cost control.

Platform Uptime & Performance
Ensuring our critical learning platforms are consistently available and performing optimally for all users.
Target · 99.9% uptime for core LMS/LXP, average page load time < 2 seconds

No more than 8.76 hours of unplanned downtime per year across all platforms, and user experience remains consistently fast.

Strategic Platform Roadmap Development
Your ability to define a clear, forward-looking roadmap for our learning technology that aligns with business goals and anticipates future needs.
  • Roadmap is regularly reviewed and updated with leadership
  • key initiatives are clearly linked to business outcomes
  • proactive identification of emerging technologies and their potential impact
  • positive feedback from business unit heads on the roadmap's relevance.
Team Leadership & Development
How effectively you build, motivate, and develop your team, ensuring they have the skills and support to excel.
  • High team retention rates
  • positive feedback in 360 reviews from direct reports
  • demonstrable growth in team members' skills and responsibilities
  • clear succession planning for key roles
  • effective delegation and coaching behaviours.
Vendor Relationship Management
Your skill in managing our relationships with key learning technology vendors, ensuring we get maximum value and service.
  • Regular, productive meetings with vendor account managers
  • successful negotiation of contract renewals
  • proactive resolution of service issues
  • positive feedback from vendors on our partnership
  • clear ROI demonstrated from vendor investments.
Cross-functional Collaboration & Influence
Your ability to work with other departments (HR, IT, business units) to get on the same page and drive collective outcomes.
  • Regular invitations to strategic planning meetings outside your immediate team
  • successful resolution of inter-departmental conflicts related to learning tech
  • positive feedback from peer managers on your collaborative approach
  • ability to secure resources or budget from other teams for shared initiatives.

7Would you like it

Both sides. What people enjoy, and what grinds them down.

What people enjoy
Building & Optimising Systems

You'll spend time designing new platform workflows, evaluating integration possibilities, and constantly looking for ways to make our learning tech more efficient and user-friendly. This isn't just about maintenance; it's about continuous improvement.

You might lead a project to streamline the content publishing process, reducing the time from 'ready for upload' to 'live' by 50% through automation and clear team responsibilities.

Leading & Developing a Team

A significant part of your day will involve coaching your direct reports, helping them unstick problems, setting clear objectives, and fostering their professional growth. You get a kick out of seeing your team succeed.

You'll hold regular 1:1s, provide constructive feedback on project work, and identify training opportunities for your team members to build their skills in areas like xAPI or advanced analytics.

Strategic Impact & Influence

You'll be working with senior leaders to shape the future of learning technology at our organisation. Your recommendations will directly influence significant investment decisions and impact how thousands of employees learn.

You'll present a business case to the leadership team for investing in a new Learning Experience Platform (LXP), clearly outlining the ROI and how it aligns with our talent strategy.

What frustrates people
  • Navigating complex organisational politics to get buy-in for platform changes or new initiatives.
  • Dealing with legacy technical debt and systems that are difficult to integrate or update.
  • Budget constraints that limit your ability to invest in truly transformative learning technologies.
  • The constant challenge of demonstrating clear ROI for learning technology investments, especially for 'soft skills'.
  • Managing underperforming team members or dealing with interpersonal conflicts within your team.
  • Being the ultimate point of escalation for all platform issues, even those that are clearly user error.
What this role does not give you
  • A purely hands-on technical role; you'll be leading and strategising more than configuring systems yourself.
  • A quiet, predictable environment; expect urgent escalations, shifting priorities, and constant change.
  • Complete autonomy without accountability; you'll have significant authority, but also significant responsibility for outcomes and team performance.
  • An escape from administrative tasks; managing a team and a budget comes with its own paperwork and processes.

8Who you work with

This role directly impacts our ability to onboard new hires quickly, ensure compliance, develop critical skills across the workforce, and foster a culture of continuous learning. Your decisions on platform strategy, vendor selection, and team capabilities will influence employee productivity, retention, and our overall competitive advantage. Get it right, and we're a learning powerhouse; get it wrong, and we'll struggle to adapt and grow.

Inside the business
  • Director, Learning & Performance Technology
  • HR Leadership Team (especially L&D and Talent Acquisition)
  • IT Operations and Security Teams
  • Business Unit Heads (e.g., Sales, Product, Operations)
  • Finance Department (for budget management)
  • Knowledge Management Leads
Outside the business
  • LMS/LXP Platform Vendors (e.g., Docebo, Cornerstone OnDemand)
  • Authoring Tool Providers (e.g., Articulate 360, Adobe Captivate)
  • Learning Content Providers and Partners
  • Industry Peers and Professional Networks

9What you need before you start

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

  • Proven experience (at least 5-8 years) as a Senior Learning Management Specialist or Learning Systems Strategist, demonstrating deep technical proficiency and project leadership.
  • A track record of successfully managing complex learning technology projects from conception to launch, including integrations with other enterprise systems.
  • Demonstrable experience leading and mentoring junior team members, with a clear understanding of performance management and career development.
  • Experience managing budgets (even if smaller ones) and negotiating with vendors for learning technology solutions.
  • Strong understanding of instructional design principles, adult learning theory, and learning analytics methodologies.
  • Excellent communication and presentation skills, with the ability to influence senior stakeholders and explain complex technical concepts clearly.

10What to practise next

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

Advanced Learning Ecosystem Architecture

Our learning platforms are no longer standalone. They need to integrate seamlessly with HRIS, CRM, knowledge bases, and performance management systems. You'll be designing and optimising this complex web of integrations.

API Management & Orchestration · Data Warehousing & Data Lakes · Single Sign-On (SSO) & Identity Management · Microservices Architecture

  • This quarter: Review our current system architecture diagrams and identify key integration points and pain points.
  • Next quarter: Work with IT to understand their enterprise architecture strategy and how learning tech fits in.
  • Within 6 months: Develop a future-state architecture vision for our learning ecosystem, including new integration opportunities.
  • Within 9 months: Lead a project to implement a new, critical integration between two major systems.

Quick win: Document the current data flow between our LMS and HRIS, identifying any manual steps that could be automated.

XR (Extended Reality) in Learning Strategy

Virtual Reality (VR), Augmented Reality (AR), and Mixed Reality (MR) are moving beyond niche applications. They offer immersive learning experiences for complex skills, and you'll need to evaluate their strategic fit and potential ROI for our organisation.

VR/AR Content Development Platforms · Hardware & Infrastructure Requirements · Use Cases & ROI for XR · Accessibility in XR

  • This quarter: Research current industry applications of VR/AR in corporate learning.
  • Next quarter: Attend a virtual conference or workshop on XR in L&D.
  • Within 6 months: Identify 1-2 potential pilot projects for XR learning within our organisation.
  • Within 9 months: Develop a business case for investing in a small-scale XR learning pilot.

Quick win: Explore free VR/AR learning apps to get a feel for the technology and its potential.

11Staying current once you are in

What people here do to keep up
  • Regularly attending industry conferences (e.g., Learning Technologies, DevLearn, ATD International Conference) to stay abreast of trends and network with peers.
  • Subscribing to and actively participating in online communities and forums focused on learning technology and knowledge management.
  • Engaging in continuous learning through online courses or workshops on topics like AI in L&D, advanced analytics, or specific platform deep-dives.
  • Mentoring junior professionals in the L&D or Knowledge Management space, which helps solidify your own expertise and leadership skills.
  • Publishing articles or presenting at industry events on best practices in learning technology or knowledge management.

12The rising capability

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 L&D

As we use more AI for content generation, personalisation, and feedback analysis, we need to ensure it's used responsibly, fairly, and without bias. Regulatory bodies are starting to pay attention, and our employees expect transparency.

  • Algorithmic Bias Detection
  • Data Privacy & AI
  • Transparency & Explainability
  • Human Oversight & Intervention

Adaptive Learning Pathway Design

One-size-fits-all learning is out. Learners expect personalised experiences that adapt to their prior knowledge, pace, and learning style. Platforms are increasingly offering these capabilities, and we need to know how to use them effectively.

  • Learning Analytics for Adaptivity
  • Pre-assessment & Diagnostic Tools
  • Branching Scenarios & Decision Trees
  • Competency-Based Progression

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Instructional Design Models (Strategic Application)
  • Learning Experience Standards (SCORM/xAPI Architecture)
  • Adult Learning Theory (Organisational Integration)
  • Taxonomy & Metadata Management (Enterprise Design)
  • Performance Consulting (Organisational Diagnosis)
  • Learning Analytics & Measurement (Strategic Frameworks)

14The pathway

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

    Senior Learning Management Specialist

    3-5 years in this role

    Skills to master

    • Leading complex platform projects, mentoring junior colleagues, managing vendor relationships for specific tools, contributing to strategic planning, advanced troubleshooting.

    You're ready to move on when

    • Successfully led at least two major platform enhancement projects end-to-end.
    • Consistently provided effective coaching and guidance to junior team members.
    • Demonstrated strong problem-solving skills for complex technical and user issues.
    • Proactively identified and proposed solutions for systemic platform inefficiencies.
  2. 2

    Learning Systems Strategist (from another organisation)

    5-7 years in a similar strategic role

    Skills to master

    • Enterprise architecture for learning, deep understanding of multiple LMS/LXP platforms, advanced learning analytics, change management leadership.

    You're ready to move on when

    • Experience with at least one major LMS/LXP migration or implementation.
    • Proven ability to translate business needs into technical requirements and solutions.
    • Strong track record of influencing senior stakeholders on learning technology strategy.
    • A portfolio demonstrating strategic thinking and problem-solving at an organisational level.
  3. 3

    L&D Manager (with strong tech focus)

    2-4 years in a broader L&D management role

    Skills to master

    • Deepening technical expertise in learning platforms, understanding data integration, managing a dedicated learning tech team, vendor management.

    You're ready to move on when

    • Managed a team responsible for some aspect of learning delivery or operations.
    • Demonstrated a strong interest and aptitude for learning technology, perhaps by leading tech-related L&D projects.
    • Experience managing budgets and resources within an L&D function.
    • A clear vision for how technology can transform learning within an organisation.

15Where this role leads

The long view: This role can lead to broader knowledge management leadership, to heading up a learning and development function, or to a Chief Learning Officer role overseeing learning strategy across an organisation.

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 Manager, Learning & Knowledge Platforms is actually changing.

Where it leads

Roles this leads to

How you would learn this

One to one, on the work you already do

A tutor sets the task against your own job and marks the reasoning, at your pace. There is no cohort to fall behind.

A lesson from Provide learning opportunities for colleagues, worked against Manager, Learning & Knowledge Platforms.

Provide learning opportunities for colleagues Level 5

Applied to your work in Manager, Learning & Knowledge Platforms

This unit aims to equip learners with the skills to encourage learning and development in colleagues. Learners will be able to help colleagues identify learning needs, plan and implement learning opportunities, and review and update their development plans.

How the thinking builds
  1. 1 Remember
  2. 2 Understand
  3. 3 Apply
  4. 4 Analyse
  5. 5 Evaluate
  6. 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.

It is £70 a month, billed monthly. Your free first module is Future Fluency, and you can cancel any time.

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See Your Progress Grow Illustration
Manager, Learning & Knowledge Platforms
  • Instructional Design Models (Strategic Application)
  • Learning Experience Standards (SCORM/xAPI Architecture)
  • Adult Learning Theory (Organisational Integration)
  • Taxonomy & Metadata Management (Enterprise Design)
  • Performance Consulting (Organisational Diagnosis)
  • Learning Analytics & Measurement (Strategic Frameworks)
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.

16The 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

Manager, Learning & Knowledge Platforms is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Director, Learning & Performance Technology

    3-5 years in the Manager role

    From L5 to L6

    • Enterprise-wide learning and knowledge ecosystem strategy, integrating formal and informal learning.
    • M&A due diligence and integration for learning technology assets.
    • Defining global standards and governance for learning platforms.
    • Leading major digital transformation initiatives for the entire L&D function.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, the world of learning technology is changing fast, and AI is a huge part of that. As the Manager of Learning & Knowledge Platforms, you'll be at the forefront of bringing these tools into our daily work, not just for you, but for your entire team. We're talking about automating the tedious stuff so your specialists can focus on the strategic, high-value work that truly moves the needle.

Imagine your team spending less time on manual content tagging or sifting through thousands of survey comments. That's the promise of AI in Knowledge Management. You'll be evaluating, piloting, and implementing these tools to make our learning ecosystem smarter, more efficient, and ultimately, more effective for our users. This isn't just about saving time; it's about transforming how we deliver learning and knowledge.

Content Curation & Tagging Automation

You'll explore and implement AI engines (like those in Microsoft Viva Topics or custom models) to automatically scan our vast library of learning content and knowledge articles. This means AI can suggest relevant metadata tags based on our taxonomy, identify duplicate or outdated content, and even flag content that needs review. Your team spends less time on manual cataloguing and more on creating new, valuable content.

AI-Powered Learner Feedback Analysis

Instead of manually reading through thousands of open-ended comments from course surveys, you'll deploy sentiment analysis tools. AI will instantly identify common themes, pain points ('the audio was bad,' 'module 3 was confusing'), and emerging knowledge gaps across our entire user base. This gives your team actionable insights much faster, allowing them to iterate and improve courses with speed and precision.

First-Draft Content Generation & Outlining

You'll empower your team to use Generative AI tools (like ChatGPT or Claude) to kickstart content development. Imagine providing an AI with a dense technical manual and asking it to generate a course outline, learning objectives, and even a first draft of a 10-question knowledge check. This dramatically reduces the initial drafting time, allowing your specialists to focus on refining, adding nuance, and ensuring accuracy and engagement.

Personalised Learning Pathway Recommendations

You'll lead the charge on leveraging our LMS's AI recommendation engine. This means automatically suggesting relevant courses, knowledge articles, and even potential mentors to users based on their role, identified skills gaps from performance reviews, and stated career aspirations. This moves us beyond a 'one-size-fits-all' approach to truly adaptive and personalised learning at scale, making our platforms much more valuable to individual employees.

Common questions

Common questions

How do you become a Manager, Learning & Knowledge Platforms?

Common routes in include Senior Learning Management Specialist (3-5 years in this role), Learning Systems Strategist (from another organisation) (5-7 years in a similar strategic role) and L&D Manager (with strong tech focus) (2-4 years in a broader L&D management role). Times vary with prior experience.

Where can a Manager, Learning & Knowledge Platforms progress to?

This role can lead on to Director, Learning & Performance Technology (3-5 years in the Manager role), depending on the skills you build.

What new skills matter most for a Manager, Learning & Knowledge Platforms?

Increasingly, AI Ethics & Governance in L&D and Adaptive Learning Pathway Design. These are the skills our record of this role lists as growing.

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17Where to go from here

Other roles at Level 5

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

 More jobs in knowledge management

Stay in the field you know and move sideways rather than up.
If you leave this industry

The skills built in this role carry across sectors. Managing complex platforms, leading teams, and connecting technology to learning outcomes are valued in many kinds of organisation.

This role profile is © 2026 Growth 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. Start my plan, free What happens next: a free account, then we build your plan as you set up. 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.