United Kingdom · Learning and Development · Lead Level (8-12 years)

Lead, Corporate University Programmes

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 bandLead Level (8-12 years)
Direct reports3-5 reports
Reports toManager, Corporate University
UK framework levelUsually a manager, or the deepest specialist in a team

Also advertised as Learning Programme Lead · Senior L&D Manager (Programmes) · Curriculum Architect · Head of Learning Design

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 Lead, Corporate University Programmes

Ten quick questions, one per Future Fluency, asked against this role rather than a generic one. About five minutes, and no card.

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1What this role really is

This isn't just about running courses; it's about designing the very backbone of how our people learn and grow. You'll be the architect behind our key learning programmes, making sure they actually help people do their jobs better and push our business forward. Think of it as building the educational infrastructure for our entire company, from the ground up.

2What you'd actually use

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

Degreed / EdCast (LXP)Advanced

Configuring learning pathways, curating content channels, analysing user engagement data to recommend improvements, and integrating with other talent systems.

Articulate 360 (Storyline) / Adobe CaptivateAdvanced

Designing complex, interactive e-learning scenarios with branching logic, variables, and custom triggers. You'll also mentor your team on best practices for these tools.

Tableau / Power BIAdvanced

Building interactive dashboards that connect learning data (e.g., course scores) to initial performance data (e.g., 90-day onboarding metrics, sales quota attainment). Presenting these insights to functional leaders.

Asana / JiraAdvanced

Managing complex curriculum development projects, defining sprints, assigning tasks to your IDs and SMEs, and tracking progress against deadlines for multiple programmes.

PowerPointAdvanced

Developing detailed programme review decks for functional leaders and senior management, telling a compelling story with data and visuals.

Microsoft Teams / SlackIntermediate

Coordinating with your team, running quick check-ins with stakeholders, and sharing programme updates. It's our primary comms tool.

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 choice	Coming in	Where you are now	The step above
Curriculum Design & Methodology	Follows established design templates and methodologies, all work reviewed by a Senior ID.	Chooses appropriate ID models for routine projects, consults on complex ones.	Defines and adapts ID methodologies for complex projects, makes recommendations for new approaches.
Project Budget Allocation	No budget authority, escalates all costs.	Manages small project budgets (up to £5K), flags overruns.	Manages project budgets up to £25K, makes recommendations for larger spends.
Vendor Selection (Content/Tools)	Researches options, provides recommendations to supervisor.	Engages with vendors for specific programme needs, negotiates small contracts.	Evaluates vendors for workstream-level needs, leads RFP for mid-size contracts (£10K-£50K).
Team Management & Development	N/A	Informally mentors new joiners, shares knowledge.	Formally mentors 1-2 junior team members, provides feedback on their work.

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.

Programme Completion & Satisfaction

How many people finish your programmes and how happy they are with the experience.

Target · >90% completion for mandatory programmes, >75% for optional; NPS >+50 for all major programmes.

Your 'New Leader Onboarding' programme sees 95% completion, and the average NPS is +62, showing new managers feel well-prepared.

Kirkpatrick Level 3 (Behaviour Change)

Evidence that learners are actually applying what they've learned on the job.

Target · 20% measurable improvement in observed behaviours (e.g., coaching skills, project management adherence).

After your 'Effective Coaching' programme, 360-degree feedback shows a 25% increase in managers providing constructive feedback to their teams.

Time to Proficiency (for critical roles)

How quickly new hires or upskilled employees reach full productivity in key roles.

Target · Reduce average time-to-proficiency by 15% year-over-year for targeted roles (e.g., Sales, Engineers).

Your revised Sales Academy programme cuts the average time for new Account Executives to hit 80% quota from 6 months to 4.5 months.

Stakeholder Engagement & Trust

Are key business leaders actively seeking your input and trusting your recommendations for learning solutions?

You're proactively invited to strategic planning meetings, business leaders come to you with capability gaps before they become crises, and they champion your programmes internally. They'll ask for your opinion on new hires for their own L&D roles, too.

Curriculum Cohesion & Impact

Do your programmes feel like a connected journey, and are they clearly addressing identified business needs?

Feedback from learners and managers confirms that programmes build on each other, there's no 'scrap learning', and the content is directly relevant to their day-to-day challenges. You'll see people referring to concepts from your programmes in their daily work.

Team Development & Mentorship

How effectively are you developing your direct reports and raising the overall capability of your team?

Your team members are growing in their roles, taking on more complex projects, and feeling supported. They're hitting their personal development goals, and you're regularly giving them constructive feedback and opportunities to lead.

5Would you like it

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

What people enjoy

Making a Tangible Impact on People's Growth

You'll get a real kick out of seeing a junior colleague you've mentored step into a senior role, or hearing a leader talk about how a programme you designed genuinely changed their approach. It's about seeing the lightbulb moments and the career progression.

A manager tells you that the 'Leading Through Change' programme you designed helped them navigate a tricky organisational restructure with their team, keeping morale high and productivity stable.

Solving Complex Organisational Challenges

You love the puzzle of figuring out why a certain department isn't performing as expected and then designing a learning solution that actually fixes it. It's not just about training; it's about strategic problem-solving.

The Sales team is struggling with a new product. You dig into the data, talk to top performers, and design a targeted learning path that boosts product knowledge and sales figures within a quarter.

Building and Shaping a Learning Ecosystem

You enjoy thinking about the bigger picture—how all the different learning programmes, tools, and experiences fit together to create a cohesive 'corporate university'. You're building something enduring.

You successfully integrate a new external content library into our LMS, making it easy for employees to find relevant resources and creating a more seamless learning journey across the organisation.

What frustrates people

The 'checkbox' mentality: stakeholders who just want training done to tick a box, not for genuine learning.
Proving ROI on soft skills: the endless pressure to put a hard financial value on things like leadership coaching.
SME unavailability: your project timelines getting completely derailed because a key expert is too busy to review content.
Learner apathy: designing brilliant programmes only to see low enrolment because people are 'too busy' with their day jobs.
The urgent executive request: dropping everything for a last-minute, half-baked training for a senior leader's pet project, bypassing all proper design.
Tech stack limitations: knowing what a great learning experience looks like but being stuck with a clunky, outdated LMS.

What this role does not give you

A quiet, predictable routine with minimal interruptions.
Guaranteed immediate adoption and appreciation for every programme you launch.
Unlimited budget and resources to build 'perfect' learning solutions.
Freedom from organisational politics or the need to constantly justify your work.

6Who you work with

Your work directly influences our organisational capability, employee retention, and future leadership pipeline. When you build effective programmes, our teams perform better, our attrition rates for high-potentials drop, and we're better equipped to promote from within. It's about ensuring we have the right skills at the right time to meet our strategic goals—not just today, but for the next three to five years.

Inside the business

HR Business Partners (HRBPs)
Department Heads (e.g., Sales, Product, Engineering)
Talent Acquisition Team
Senior Leadership (VPs, SVPs)
Internal Subject Matter Experts (SMEs)
IT and Systems Teams

Outside the business

Learning Management System (LMS) vendors
Content providers (e.g., Coursera, LinkedIn Learning)
External training consultants
Industry bodies and professional associations

7What you need before you start

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

Proven experience leading the end-to-end design and delivery of complex learning programmes for a large organisation.
Demonstrable experience managing and developing a small team of learning professionals.
A strong portfolio showcasing instructional design work that goes beyond basic e-learning modules (e.g., blended learning, simulations, performance support tools).
Experience conducting thorough Training Needs Analysis and linking learning outcomes to business metrics.
Solid understanding of adult learning principles and how to apply them effectively in a corporate setting.
Experience working with senior stakeholders, translating business needs into learning solutions.

8What to practise next

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

Advanced LXP Configuration & Integration

Our Learning Experience Platform (LXP) is becoming the central hub for all learning. You'll need to go beyond basic content curation and understand how to deeply configure it, integrate it with other HR systems (like Workday HCM), and truly optimise it to deliver personalised, seamless learning journeys. This is critical within 6-12 months.

API integrations (LXP with HRIS, CRM, etc.) · Single Sign-On (SSO) optimisation · Customisation of user interfaces and dashboards · Data flow architecture between learning systems · Security and compliance within integrated platform

This month: Deep dive into the admin panel of our LXP. Explore every setting and integration option.
Next quarter: Work with IT to understand our current LXP integrations and identify potential areas for improvement.
Month 3-6: Propose a project to enhance a specific LXP feature or integration that would significantly improve the learner experience or data capture.
Month 6-12: Lead the technical requirements gathering for a potential LXP upgrade or new integration project.

Quick win: Map out the current data flow from our LXP to other systems. Where are the gaps? Where are the manual steps? This helps identify areas for automation.

AI-Powered Authoring Tools (e.g., Synthesia, Vyond with AI)

The speed and cost of content creation are being transformed by AI. Tools that can generate video avatars, translate content instantly, or even create interactive scenarios from text prompts will become standard. You'll need to evaluate and potentially champion these tools to increase engagement and reduce development costs for your programmes. This is important within 12-24 months.

Generative AI for scriptwriting and content genera · AI avatar creation and voice synthesis · Automated translation and localisation · Interactive scenario generation from prompts · Ethical considerations of AI-generated content

This month: Experiment with free trials of tools like Synthesia or Vyond. Create a short training video using an AI avatar.
Next quarter: Identify one small, routine training module that could be entirely created using AI authoring tools. Build it as a proof of concept.
Month 3-6: Research the cost-benefit analysis of adopting AI authoring tools for a larger programme. Present your findings to your Manager.
Month 6-12: Lead a pilot project to integrate an AI authoring tool into your team's content development workflow.

Quick win: Use an AI writing assistant to draft a script for a short explainer video. It's a low-risk way to see the potential.

9Staying current once you are in

What people here do to keep up

Regularly attend industry conferences (e.g., Learning Technologies, ATD International Conference) to stay current on trends and network.
Actively participate in online L&D communities or forums to share knowledge and learn from peers.
Read leading L&D publications, research papers, and business books on talent development and organisational effectiveness.
Seek out opportunities to mentor junior colleagues, as teaching is often the best way to solidify your own understanding.

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-Powered Learning Personalisation

Learners expect highly personalised experiences, just like their Netflix or Spotify. AI is making it possible to deliver tailored learning paths at scale, moving beyond one-size-fits-all programmes. If we don't embrace this, we'll fall behind competitors who are offering more relevant and engaging learning.

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-Powered Learning Personalisation

Learners expect highly personalised experiences, just like their Netflix or Spotify. AI is making it possible to deliver tailored learning paths at scale, moving beyond one-size-fits-all programmes. If we don't embrace this, we'll fall behind competitors who are offering more relevant and engaging learning.

Adaptive learning algorithms
Skill gap analysis via AI
Content recommendation engines
Dynamic learning pathways
AI-driven feedback loops

Data Storytelling for Business Impact

It's no longer enough to just present data; you need to tell a compelling story about what it means for the business. Senior leaders are drowning in data, and they need you to distil it into clear, actionable insights that show the ROI of learning. This is critical within the next 12-18 months as L&D budgets face increased scrutiny.

Visualisation best practices (Tableau/Power BI adv
Narrative structure for data presentations
Connecting learning metrics to business KPIs (e.g.
Identifying causal links vs. correlation
Communicating uncertainty and assumptions

What you’ll use

Skills this role draws on

Technical

Instructional Design (ID) Models
Kirkpatrick's Evaluation Model
Competency Framework Architecture
Andragogy (Adult Learning Theory)
Training Needs Analysis (TNA)
Learning Transfer Strategy

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
Senior Instructional Designer
3-5 years as a Senior ID
Skills to master
- Leading end-to-end design for complex programmes, advanced authoring tool proficiency, strong SME management, and initial mentorship of junior designers.
You're ready to move on when
- Successfully led multiple high-impact learning projects from concept to completion.
- Consistently delivered programmes that achieved measurable learning outcomes.
- Demonstrated ability to influence project stakeholders and manage conflicting priorities.
- Actively mentored junior team members, providing guidance and constructive feedback.
2
Learning Programme Manager (Specialist)
4-6 years managing specific learning programmes
Skills to master
- Full ownership of a programme portfolio (e.g., onboarding, sales enablement), vendor management, programme budgeting, and reporting on programme effectiveness.
You're ready to move on when
- Managed a significant learning programme (or portfolio) with clear success metrics.
- Effectively managed external vendors and internal resources for programme delivery.
- Proven ability to analyse programme data and make data-driven recommendations for improvement.
- Strong organisational skills and ability to juggle multiple programme elements simultaneously.
3
HR Business Partner (with L&D focus)
5-7 years as an HRBP
Skills to master
- Deep understanding of business unit needs, talent management lifecycle, organisational development principles, and influencing senior business leaders on people strategy.
You're ready to move on when
- Successfully partnered with business leaders to identify and solve talent challenges.
- Demonstrated understanding of how learning interventions impact business performance.
- Strong consultation and diagnostic skills to identify root causes of performance gaps.
- Experience driving people-related initiatives from a strategic perspective.

11Where this role leads

The long view:Your journey here is about continuous growth. We're committed to giving you the opportunities and support to not just excel in this role, but to build a truly impactful and rewarding career in learning and development.

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 Lead, Corporate University Programmes 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.

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:

Identify individual learning and development needsLevel 5

Applied to your work in Lead, Corporate University Programmes

By completing this unit, learners will understand the principles of learning needs analysis, be able to conduct such analyses for individuals, and effectively agree on individual learning and development needs.

How the thinking builds

Remember
Understand
Apply
Analyse
Evaluate
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.

Your actual work Every lesson is taught against a live piece of your own work, not a worked example from a textbook.
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.
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.
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.
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 Lead, Corporate University Programmes

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.

Programme Completion & SatisfactionHow many people finish your programmes and how happy they are with the experience.Your 'New Leader Onboarding' programme sees 95% completion, and the average NPS is +62, showing new managers feel well-prepared.>90% completion for mandatory programmes, >75% for optional; NPS >+50 for all major programmes.
Kirkpatrick Level 3 (Behaviour Change)Evidence that learners are actually applying what they've learned on the job.After your 'Effective Coaching' programme, 360-degree feedback shows a 25% increase in managers providing constructive feedback to their teams.20% measurable improvement in observed behaviours (e.g., coaching skills, project management adherence).
Time to Proficiency (for critical roles)How quickly new hires or upskilled employees reach full productivity in key roles.Your revised Sales Academy programme cuts the average time for new Account Executives to hit 80% quota from 6 months to 4.5 months.Reduce average time-to-proficiency by 15% year-over-year for targeted roles (e.g., Sales, Engineers).

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 Lead, Corporate University Programmes to Manager, Corporate University, and whatever you decide comes after.

Level 5 · in progressAI Fluency→ Manager, Corporate University→ your design

Where this takes you

Your journey here is about continuous growth. We're committed to giving you the opportunities and support to not just excel in this role, but to build a truly impactful and rewarding career in learning and development.

See Your Progress GrowIllustration

Lead, Corporate University Programmes

Instructional Design (ID) Models
Kirkpatrick's Evaluation Model
Competency Framework Architecture
Andragogy (Adult Learning Theory)
Training Needs Analysis (TNA)
Learning Transfer Strategy

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

Lead, Corporate University Programmes is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

Manager, Corporate University
3-5 years in the Lead role
L5
- Strategic Platform Ownership (LMS/LXP vendor selection, integration strategy)
- Enterprise-wide competency framework ownership
- Talent analytics for executive dashboards (linking learning to retention, promotion velocity)
- Leading significant change management initiatives across the organisation

Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, you've got a lot on your plate. Imagine if you could cut down on the grunt work and spend more time on the truly strategic stuff—the big-picture thinking that really makes a difference. That's where AI comes in. We're not talking about replacing you; we're talking about giving you a superpower to get more done, faster.

In this role, AI isn't just a buzzword; it's a practical tool that can seriously upgrade how you design, develop, and evaluate learning programmes. From drafting initial content to making sense of mountains of feedback, AI can handle the tedious bits, freeing you up to focus on the human element and strategic impact.

Content Creation Accelerator

Use AI tools like ChatGPT or Claude to generate initial drafts of course outlines, scripts for training videos, quiz questions, and even role-play scenarios. Just feed it your source documents (like technical manuals or process flows), and it'll give you a solid starting point, saving you hours of staring at a blank page.

Learner Feedback Synthesizer

Imagine feeding thousands of open-ended comments from course evaluation surveys into an AI model. It can instantly identify key themes, gauge sentiment (positive/negative), and pull out actionable suggestions for improvement. No more sifting through pages of text—you'll get the insights you need in minutes, not days.

Personalised Path Curator

Leverage AI-powered Learning Experience Platforms (LXPs) to analyse an employee's role, identify skills gaps from performance reviews, and understand their career goals. The AI can then automatically recommend a personalised playlist of internal courses, external articles, and even suggest mentor connections. This means more relevant learning with less manual effort from you and your team.

Communication Campaign Drafter

Need to promote a new learning programme? Use generative AI to draft a multi-channel communication campaign—emails, Slack/Teams posts, intranet articles—tailored to different audience segments (e.g., individual contributors vs. managers). It helps you get the word out effectively and consistently, without spending ages on copywriting.

Common questions

How do you become a Lead, Corporate University Programmes?

Common routes in include Senior Instructional Designer (3-5 years as a Senior ID), Learning Programme Manager (Specialist) (4-6 years managing specific learning programmes) and HR Business Partner (with L&D focus) (5-7 years as an HRBP). Times vary with prior experience.

Where can a Lead, Corporate University Programmes progress to?

This role can lead on to Manager, Corporate University (3-5 years in the Lead role), depending on the skills you build.

What level is a Lead, Corporate University Programmes in the UK?

This role aligns to RQF Level 5 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 Lead, Corporate University Programmes?

Increasingly, AI-Powered Learning Personalisation and Data Storytelling for Business Impact. 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 Lead, Corporate University Programmes, 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 10 national skill standards. 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 Lead, Corporate University Programmes: 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 Zavmo curriculum screen: a three-month plan of nine units, ninety credits, each one an Ofqual-regulated unit the learner can tick or untick before starting. — 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 5

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

Other roles in Learning and Development

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

If you leave this industry

The skills you'll build here—strategic programme design, talent development, data-driven impact, and influencing senior stakeholders—are highly transferable. You could easily move into similar Lead or Manager roles in L&D within other large corporations, consultancies specialising in organisational development, or even transition into broader HR leadership roles.

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.

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.

Lead, Corporate University Programmes

What's rising in its place

AI-Powered Learning Personalisation

Data Storytelling for Business Impact

Skills this role draws on

Technical

How you actually get there, here

Senior Instructional Designer

Learning Programme Manager (Specialist)

HR Business Partner (with L&D focus)

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

Roles this leads to

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

A conversation, not a course

No two people run this the same way

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

Your journey here is about continuous growth. We're committed to giving you the opportunities and support to not just excel in this role, but to build a truly impactful and rewarding career in learning and development.

Everything else the record holds

The career path, and where it branches

Manager, Corporate University

Where AI is starting to help

Content Creation Accelerator

Learner Feedback Synthesizer

Personalised Path Curator

Communication Campaign Drafter

Common questions

You’ve started things before

Less than one coaching session. Every month.

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