UK

United Kingdom · Learning and development · Mid-Level (2-5 years)

Chief Learning Officer

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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Free to start: a plan built for this role, and a Future Fluency module to try first. No card.

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One email: what AI is changing in this job, and where to start free. With a link back here. Nothing else follows unless you confirm your address.

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  • Experience bandMid-Level (2-5 years)
  • Direct reportsNo direct reports
  • Reports toSenior L&D Business Partner
  • UK framework levelUsually a coordinator, or early in a professional job

Also advertised as Learning & Development Specialist · Instructional Designer · L&D Programme 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

SFJ Awards Level 3 Certificate In Learning and Development SFJ Awards · Level 3 · covers 4 of 20 standards
City & Guilds Level 4 Diploma in Learning and Development City & Guilds Limited · Level 4 · covers 4 of 20 standards
NOCN Level 4 certificate for Data Analysts NOCN · Level 4 · covers 2 of 20 standards
OCNLR Level 4 Certificate in Education and Training OCN London · Level 4 · covers 2 of 20 standards
Focus Awards Level 3 Diploma in Playwork (RQF) Focus Awards Limited · Level 3 · covers 2 of 20 standards
TQUK Level 3 Diploma in Specialist Support for Teaching and Learning in Schools (RQF) Training Qualifications UK Ltd · Level 3 · covers 1 of 20 standards

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

The units you would start with

Identify individual learning and development needs SFJ Awards Level 3 Certificate In Learning and Development
Practical Data Science NOCN Level 4 certificate for Data Analysts
Provide learning opportunities for colleagues Focus Awards Level 3 Diploma in Playwork (RQF)
Support learning and development within own area of responsibility TQUK Level 3 Diploma in Specialist Support for Teaching and Learning in Schools (RQF)
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Your Plan Illustration

Built for Chief Learning Officer

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

  1. Identify individual learning and development needs SFJ Awards · covers 4 of 20 standards Level 3
  2. Practical Data Science NOCN · covers 2 of 20 standards Level 4
  3. Provide learning opportunities for colleagues Focus Awards Limited · covers 2 of 20 standards Level 3
  4. Support learning and development within own area of responsibility Training Qualifications UK Ltd · covers 1 of 20 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 Chief Learning Officer?

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

The new skill this role is being asked for

  • Microlearning & Spaced Repetition Design
Why each one is rising

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 Chief Learning Officer 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

A Chief Learning Officer sets the learning strategy for a whole organisation, linking staff development to business goals.

4What you'd actually use

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

Articulate 360 (Rise & Storyline) Intermediate

Your bread and butter for creating interactive e-learning modules, quizzes, and simulations. You'll be building courses from templates and customising them.

Cornerstone OnDemand (LMS) Intermediate

Setting up courses, enrolling users, tracking completions, and pulling standard reports on learner progress. You'll be the one making sure content goes live correctly.

Microsoft Excel / Google Sheets Intermediate

Tracking attendance for workshops, managing content asset lists, and performing basic analysis on learning data (e.g., completion rates, feedback scores).

Asana / Trello Intermediate

Managing your own content development projects, tracking tasks, deadlines, and collaborating with SMEs on content reviews. It's how you keep your work organised.

Workday HCM (HRIS) Basic

Occasionally looking up employee data, organisational structures, or job roles to ensure your learning content is targeted correctly.

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
Content Design & Structure Follows templates and supervisor's instructions for design; no independent decisions. Independently decides on visual layout, interactive elements, quiz formats, and overall content structure within project scope. Proposes new design approaches. Defines design standards and templates for the team; makes strategic decisions on content delivery methods and learning pathways for a business unit.
Content Scope & Requirements Escalates all questions about content scope or changes to supervisor. Clarifies requirements with SMEs and proposes adjustments to content scope, escalating significant changes to L&D Manager. Challenges stakeholder requests, diagnoses root causes of performance problems, and defines learning objectives and scope for entire programmes.
Tool & Technology Use Uses specified authoring tools as instructed; no input on tool selection. Selects appropriate features within approved authoring tools (e.g., Articulate Rise vs. Storyline for a specific module). May research and propose new minor tools (under £100 annual cost). Evaluates and recommends major learning technologies (LMS/LXP, advanced authoring tools) with budget implications up to £5K, working with IT and procurement.
Project Timelines & Deadlines Adheres to assigned deadlines; escalates any potential delays immediately. Manages own project timelines for assigned content pieces, proactively communicating any potential delays and proposing solutions. Negotiates minor deadline adjustments with SMEs. Sets project timelines for multiple workstreams or programmes, manages dependencies, and allocates resources within their team to meet deadlines.

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.

Course Completion Rates
The percentage of assigned or recommended e-learning modules and courses that learners actually finish.
Target · 80% or higher for mandatory training; 60% for optional content

If 100 people are assigned your 'New Sales Process' module, we'd expect at least 80 to complete it within the given timeframe. Anything lower means we need to tweak the content or how we're promoting it.

Learner Satisfaction Score (LNS)
How happy learners are with the content you've designed, usually measured through quick surveys after completion (the 'smile sheets', but we actually look at them).
Target · Average score of 4 out of 5, or an NPS of +50

Your 'Customer Service Excellence' e-learning consistently gets 4.2/5 stars and positive comments on clarity and relevance. This tells us it's hitting the mark.

Quiz/Assessment Pass Rates
The percentage of learners who pass any quizzes or assessments embedded in your content, showing they've actually grasped the key concepts.
Target · 75% or higher on first attempt

For the 'GDPR Compliance' module, 90% of employees pass the final quiz. If it was lower, we'd know the content wasn't clear enough or the questions were tricky.

Content Development Cycle Time
How long it takes you to design, develop, and launch a new piece of learning content from initial brief to live deployment.
Target · Average of 4-6 weeks for a standard e-learning module (approx. 30 mins seat time)

You take a brief for a new 'Product Feature X' module on 1st March and it's live by 12th April. That's a good turnaround, especially if it's high quality.

Instructional Design Quality
The overall effectiveness, clarity, and engagement of the learning content you produce, as judged by peer reviews and manager feedback.
  • Positive feedback during peer content reviews
  • your L&D Manager consistently signs off on your designs with minimal revisions
  • content is clear, well-structured, and visually appealing
  • you're applying adult learning principles effectively.
Stakeholder Collaboration & Communication
How well you work with Subject Matter Experts (SMEs) and HRBPs to gather information, manage expectations, and incorporate feedback into your designs.
  • SMEs comment on how easy you are to work with
  • you proactively check in and provide updates
  • you're able to translate complex technical jargon into understandable learning points
  • you handle feedback constructively and iterate on designs.
Application of Learning Principles
Your ability to apply established adult learning theories and instructional design models (like ADDIE or SAM) to create truly effective learning experiences, not just information dumps.
  • Your designs clearly show consideration for different learning styles
  • you use varied activities, practice opportunities, and effective feedback loops
  • your content moves beyond just 'telling' to 'showing' and 'doing'
  • you can articulate why you chose a particular design approach.

7Would you like it

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

What people enjoy
Creating Tangible Learning Assets

You love the process of taking an idea or a problem and turning it into a finished e-learning module, a workshop guide, or a job aid. There's a real satisfaction in seeing your work go live and knowing it's helping people.

You've just launched a new module on 'Effective Client Onboarding' and you're already thinking about the next one, maybe a short video series on 'Dealing with Difficult Customers'.

Seeing Learners 'Get It'

Nothing beats the feeling of knowing your content has genuinely helped someone. Whether it's seeing high quiz scores or getting positive feedback, you're driven by the impact your work has on individual growth.

An employee emails you to say your 'Presentation Skills' module helped them nail their last pitch, or you see a team's performance improve after completing your sales training.

Solving Puzzles (How to Explain X Effectively)

You enjoy the intellectual challenge of breaking down complex topics into digestible, engaging pieces. It's like a puzzle: how do I make this really dry compliance training actually interesting and memorable?

You're given a new software feature to explain, and you immediately start sketching out flowcharts and interactive scenarios, trying to find the clearest, most intuitive way to teach it.

What frustrates people
  • Being treated as an 'order taker' rather than a design expert, where people just tell you what course they want without a clear problem statement.
  • Creating content that, despite your best efforts, ends up as 'scrap learning' because it's not effectively supported or applied on the job.
  • Dealing with constant scope creep or unclear requirements from Subject Matter Experts (SMEs) who are already stretched for time.
  • The struggle to get clear, concise information from busy stakeholders, often requiring multiple follow-ups and revisions.
  • Seeing your carefully crafted content get minimal engagement because it's competing with 'real work' and urgent deadlines.
What this role does not give you
  • A clear, linear path where every project goes smoothly from start to finish without any changes or bumps.
  • The expectation that you'll always be working on the most 'glamorous' or 'cutting-edge' learning initiatives; sometimes it's about making essential but dry topics engaging.
  • Complete autonomy to decide what learning is needed; you'll be responding to business needs, albeit with your design expertise.
  • A role where you only focus on strategy; you're very much in the trenches, building things.

8Who you work with

Your work directly influences our employees' capability and confidence. If our learning content is good, people learn faster, make fewer mistakes, and feel more supported. This means better customer service, higher sales, and smoother operations. Essentially, you're building the knowledge infrastructure that keeps the business running and growing. Get it wrong, and we're just burning cash on unused courses.

Inside the business
  • L&D Manager
  • HR Business Partners (HRBPs)
  • Subject Matter Experts (SMEs) from various departments (e.g., Sales, Product, Engineering)
  • Other L&D team members (Instructional Designers, Coordinators)
Outside the business
  • Learning content vendors (e.g., LinkedIn Learning, Pluralsight – for content curation)
  • External training providers (occasionally, for specific content needs)

9What you need before you start

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

  • A portfolio of at least 2-3 examples of e-learning modules, workshop materials, or other learning content you've designed and developed. We want to see your work!
  • Demonstrable experience applying instructional design principles to create engaging and effective learning solutions, not just 'information dumps'.
  • Experience working with Subject Matter Experts (SMEs) to extract and translate complex information into clear learning content.
  • A solid understanding of at least one major e-learning authoring tool (e.g., Articulate 360, Adobe Captivate, Lectora) and an LMS (e.g., Cornerstone, Workday Learning).

10What to practise next

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

Basic Learning Analytics & Storytelling

The pressure to prove the value of learning is only going to increase. You'll need to move beyond just reporting completion rates and start telling a story with data about how your content is making a difference, even at a basic level.

Correlation vs. Causation · Basic Data Visualisation · Key Learning Metrics (beyond completion) · Storytelling with Data

  • This week: Take an online course on basic data analysis in Excel or Google Sheets, focusing on pivot tables and simple charts.
  • This month: Start pulling more detailed reports from our LMS (beyond just completions) and try to identify any interesting trends.
  • Month 2: Practice presenting your findings to your L&D Manager, focusing on what the data means for your content.
  • Month 3: Explore introductory tutorials for Power BI or Tableau to see how data visualisation tools work.

Quick win: When you launch a new module, set up a simple spreadsheet to track not just completions, but also average time spent and common quiz errors. This gives you immediate, actionable feedback to improve your next piece of content.

11Staying current once you are in

What people here do to keep up
  • Regularly engage with L&D communities and forums (e.g., LinkedIn groups, ATD/CIPD local chapters) to stay on top of industry trends and best practices.
  • Attend webinars and online courses on new e-learning authoring tools, graphic design for learning, or advanced instructional design techniques.
  • Seek out opportunities to present your work or share insights with your peers, even if it's just an internal 'lunch and learn' session.
  • Actively solicit feedback on your learning designs and use it to continuously improve your craft. Don't be afraid to iterate!

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.

Microlearning & Spaced Repetition Design

People's attention spans are shorter than ever, and they need learning 'in the flow of work.' Long, traditional courses just aren't cutting it anymore. We need to deliver bite-sized, reinforced content that's accessible exactly when it's needed.

  • Forgetting Curve
  • Mobile-First Design
  • Just-in-Time Learning
  • Gamification for Reinforcement

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Instructional Design Methodologies (ADDIE/SAM)
  • Adult Learning Principles
  • Learning Objective Writing
  • Content Curation & Adaptation

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

    L&D Coordinator / Administrator

    1-2 years

    Skills to master

    • LMS administration, basic content updates, event logistics, stakeholder communication, understanding of L&D processes.

    You're ready to move on when

    • You've shown initiative in suggesting improvements to existing learning content or processes.
    • You're proactively learning about instructional design principles and e-learning tools in your spare time.
    • You've successfully managed small-scale learning projects or events from start to finish.
    • Your manager trusts you with more complex tasks and you're asking 'why' behind the 'what'.
  2. 2

    HR Generalist with L&D Focus

    2-3 years

    Skills to master

    • Understanding of HR functions, employee lifecycle, basic training delivery, identifying training needs, stakeholder management within HR.

    You're ready to move on when

    • You're consistently volunteering for L&D-related projects within your HR role.
    • You've taken the lead on developing internal training materials or onboarding programmes.
    • You're actively seeking to understand business challenges and how learning could help solve them.
    • You've demonstrated a knack for simplifying complex HR policies into understandable guidance.
  3. 3

    Junior Instructional Designer (External)

    1-2 years

    Skills to master

    • Proficiency in authoring tools, applying ID models, working with SMEs, creating engaging content, managing small design projects.

    You're ready to move on when

    • You have a strong portfolio showcasing diverse learning content you've designed.
    • You're comfortable taking a content brief and turning it into a structured learning experience.
    • You've received positive feedback on the clarity and effectiveness of your designs.
    • You're actively seeking opportunities to take on more complex or strategic design challenges.

15Where this role leads

The long view: This role sits at the top of the learning and development field. It builds on years spent leading L&D strategy and managing large teams and budgets.

Where it leads

Roles this leads to

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

  • Senior L&D Business Partner

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 Identify individual learning and development needs, worked against Chief Learning Officer.

Identify individual learning and development needs Level 3

Applied to your work in Chief Learning Officer

The objective of this unit is to enable learners to understand and apply the principles of learning needs analysis for individuals. Learners will be able to conduct a learning needs analysis, analyse the findings, and agree on individual learning and development needs with relevant parties, ensuring effective communication throughout the process.

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.

Start my Chief Learning Officer plan, free
See Your Progress Grow Illustration
Chief Learning Officer
  • Instructional Design Methodologies (ADDIE/SAM)
  • Adult Learning Principles
  • Learning Objective Writing
  • Content Curation & Adaptation
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

Chief Learning Officer is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Senior L&D Business Partner

    3-5 years

    Level 3 (Senior)

    • Kirkpatrick Levels 3 & 4 Evaluation Designing for and measuring behaviour change and business impact.
    • Vendor Management Evaluating and managing relationships with external learning providers.
    • Budget Management (small scale) Managing programme-specific budgets up to £5K.
    • Mentoring & Coaching Guiding junior instructional designers and L&D coordinators.

  2. Lead Instructional Designer

    3-5 years

    Level 3-4 (Senior/Lead)

    • Advanced Authoring Techniques Mastering complex interactions, branching scenarios, and custom coding in tools like Storyline.
    • Learning Experience Platform (LXP) Curation Strategically curating and tagging content within an LXP to create personalised pathways.
    • UX/UI for Learning Applying user experience and user interface design principles to learning content for maximum engagement.
    • Accessibility Expertise Becoming a go-to expert on creating fully accessible learning content for all users.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be honest, some parts of instructional design can be a bit repetitive or time-consuming. Imagine getting back a significant chunk of your week to focus on the really creative, high-impact stuff. That's where AI comes in.

We're not talking about AI replacing you; we're talking about it being your super-smart assistant. For a Chief Learning Officer at this level, AI can help with everything from drafting initial content to spotting trends in learning data, giving you more time to design truly impactful experiences and less time on the grunt work.

First-Draft Content Generation

Use large language models (LLMs) to quickly generate initial drafts for e-learning modules, quiz questions, or even workshop activities. Feed it your raw SME notes and watch it produce a structured starting point in minutes, saving you hours of staring at a blank screen.

Learning Resource Curation

AI can scan vast amounts of internal documents and external web content to find relevant articles, videos, or case studies for your learning paths. It can even summarise complex topics, helping you quickly identify and curate the best resources for your learners.

Basic Learning Data Analysis

Got a spreadsheet full of course completion rates and quiz scores? AI tools can quickly identify trends, highlight outliers, and even suggest correlations, giving you quick insights into what's working and what isn't, without needing to build complex pivot tables yourself.

Feedback & Editing Automation

Before you send out your content for review, let AI give it a once-over. It can check for grammar, spelling, tone, and even suggest ways to make your language clearer and more concise. It's like having a tireless proofreader who catches all the little errors.

Common questions

Common questions

How do you become a Chief Learning Officer?

Common routes in include L&D Coordinator / Administrator (1-2 years), HR Generalist with L&D Focus (2-3 years) and Junior Instructional Designer (External) (1-2 years). Times vary with prior experience.

Where can a Chief Learning Officer progress to?

This role can lead on to Senior L&D Business Partner (3-5 years) and Lead Instructional Designer (3-5 years), depending on the skills you build.

What new skills matter most for a Chief Learning Officer?

Increasingly, Microlearning & Spaced Repetition Design. These are the skills our record of this role lists as growing.

Free tools

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17Where to go from here

Other roles at Level 3

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

 More jobs in learning and development

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

Skills in learning strategy, stakeholder influence and budget management apply across most industries. Tech, finance, healthcare and education all need people who can shape how staff learn and grow.

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 Chief Learning Officer 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.