UK

United Kingdom · Learning and development · Director/VP (16-20 years)

Director of Learning Technology & Operations

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 bandDirector/VP (16-20 years)
  • Direct reports3-5 reports
  • Reports toVP of Talent & Development
  • UK framework levelUsually a director, accountable for a division and its numbers

Also advertised as VP, Learning Systems · Head of Learning Ecosystems · Senior Director, L&D Operations · Global Director, Learning Platforms

Built on 43,079 real UK job descriptions we analysed · grounded in what real qualifications cover

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 9 standards
GQA PAA\VQ-SET Level 3 Certificate in Learning and Development GQA Qualifications Limited · Level 3 · covers 1 of 9 standards
City & Guilds Level 4 Diploma in Learning and Development City & Guilds Limited · Level 4 · covers 1 of 9 standards
NCFE CACHE Level 2 Certificate in Information, Advice or Guidance NCFE · Level 2 · covers 1 of 9 standards
OCNLR Level 2 Award in Information, Advice or Guidance OCN London · Level 2 · covers 1 of 9 standards
City & Guilds Level 4 Certificate in Education and Training City & Guilds Limited · Level 4 · covers 1 of 9 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)
Identify individual learning and development needs GQA PAA\VQ-SET Level 3 Certificate in Learning and Development
Specialist advice work in practice – employment NCFE CACHE Level 2 Certificate in Information, Advice or Guidance
Specialist Advice Work in Practice - Employment OCNLR Level 2 Award in Information, Advice or Guidance

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
Systems Fluency seeing the whole picture
Your Plan Illustration

Built for Director of Learning Technology & Operations

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

  1. Provide learning opportunities for colleagues NCFE · covers 1 of 9 standards Level 5
  2. Identify individual learning and development needs GQA Qualifications Limited · covers 1 of 9 standards Level 3
  3. Specialist advice work in practice – employment NCFE · covers 1 of 9 standards Level 2
  4. Specialist Advice Work in Practice - Employment OCN London · covers 1 of 9 standards Level 2
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 Director of Learning Technology & Operations?

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 in Learning Design & Delivery
  • Learning Data Mesh Architecture
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 Director of Learning Technology & Operations plan as you set up, starting with the free Automation Fluency module. No card.

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Keep this read. One email with what AI is changing in this job, the new skills it asks for and where to start free. Nothing else follows unless you confirm your address.

3What this role really is

This role owns learning technology systems and operations across an organisation, from roadmaps to budgets.

4What you'd actually use

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

Cornerstone OnDemand / Workday Learning (LMS) Strategic

Leading the selection, governance model definition, and integration architecture for the enterprise LMS. You'll own the strategic vendor relationship and ensure the platform meets long-term business needs.

Degreed / EdCast (LXP) Architect

Defining the enterprise content strategy, determining the strategic role of the LXP versus the LMS, and championing a culture of self-directed, personalised learning across the organisation.

Tableau / Power BI / SQL Strategic

Defining the overall learning analytics strategy, linking learning data to critical business KPIs (e.g., performance, retention), and presenting compelling data stories to executives and the Board.

Workday HCM / SAP SuccessFactors (HRIS) Architect

Partnering with HRIS leadership to ensure the data architecture supports current and future talent development needs across the enterprise, particularly for skills management and career pathways.

Asana / Jira / Monday.com (PM Tools) Strategic

Implementing and optimising the project management tool for the entire L&D function, reporting on team capacity, project portfolio health, and strategic initiative progress to leadership.

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
Learning Technology Strategy & Roadmap No involvement, follows defined processes. Provides input on operational feasibility and user experience for specific features. Contributes to roadmap development, proposes solutions for specific workstreams, influences tool selection.
Vendor Selection & Contract Negotiation No involvement. Provides feedback on vendor capabilities based on day-to-day use. Evaluates vendor proposals, participates in demos, provides technical assessment and recommendations.
Budget Allocation & Investment No involvement. Tracks spend against allocated project budgets. Provides cost estimates for project components, identifies potential savings.
Team Hiring & Organisational Design No involvement. Participates in interview panels for junior roles. Interviews junior and mid-level candidates, provides input on team structure for specific projects.

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 Tech Ecosystem ROI
The measurable return on investment for our entire suite of learning technologies, linking learning outcomes to business performance.
Target · Demonstrate a positive ROI of at least 1.5:1 for major tech investments.

Reduced new hire time-to-productivity by 15% through optimised onboarding pathways in the LXP, saving £2M in annual ramp-up costs.

Annual Learning Tech Spend Optimisation
Reducing the total cost of ownership for our learning platforms through strategic vendor negotiation, licence optimisation, and consolidation.
Target · Reduce annual learning technology expenditure by 10-15% year-on-year, without compromising capability.

Consolidated three separate content library subscriptions into one enterprise licence, saving £500K annually and simplifying content management.

Enterprise Learning Engagement & Adoption
The overall level of active use and engagement with our core learning platforms (LMS, LXP) across the entire employee base.
Target · Increase active learner engagement (e.g., monthly unique users, content consumption hours) by 25% year-on-year.

Increased LXP content consumption by 30% through targeted content curation and a new internal marketing campaign, leading to higher skill attainment.

Learning Data Integrity & Reporting Accuracy
The reliability and accuracy of learning data, ensuring it's fit for executive reporting and strategic decision-making.
Target · Maintain >99.8% data accuracy for all critical learning metrics and ensure all executive reports are delivered without error.

No discrepancies found in quarterly board reports regarding compliance training completion rates, ensuring regulatory confidence.

Strategic Influence & Executive Alignment
How well you influence C-suite and business unit leaders to adopt the learning technology strategy, ensuring it's seen as a critical business enabler.
  • Regularly invited to strategic planning meetings
  • learning tech roadmap is explicitly referenced in broader HR and business strategies
  • proactive consultation from executives on talent development challenges
  • successful securing of multi-million-pound investments for new tech initiatives.
Ecosystem Vision & Architecture
The clarity, coherence, and future-readiness of the learning technology ecosystem you design and oversee.
  • A well-articulated, multi-year learning technology roadmap that's understood by key stakeholders
  • a clear framework for how different platforms integrate and support each other
  • positive feedback from IT and HRIS partners on the architectural soundness
  • successful implementation of new platforms that genuinely solve business problems.
Leadership & Team Development
Your ability to build, mentor, and inspire a high-performing team of learning operations and technology professionals.
  • High retention rates within your direct and indirect teams
  • clear succession plans for key roles
  • positive feedback in 360-degree reviews regarding your leadership style
  • observable growth and increased autonomy of your managers
  • successful delegation of operational tasks, freeing you for strategic work.

7Would you like it

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

What people enjoy
Shaping Organisational Capability

You'll be designing the very infrastructure that allows thousands of employees to acquire new skills, adapt to market changes, and drive innovation. Seeing the company's talent grow because of the systems you've put in place is a huge win.

Successfully launching a new enterprise-wide skills platform that directly enables our move into a new product market, seeing adoption rates soar, and hearing positive feedback from employees about how it's helping their careers.

Driving Large-Scale Transformation

This role is about moving from 'good enough' to 'world-class' in learning technology. You'll lead multi-year projects that fundamentally change how learning is delivered and consumed across the entire organisation, leaving a lasting legacy.

Leading the complete overhaul of our legacy LMS to a modern LXP, integrating it with other HR systems, and seeing a dramatic improvement in learner experience and data insights.

Executive Influence & Strategic Impact

You'll regularly present to the C-suite and the Board, influencing major investment decisions and shaping the strategic direction of talent development. Your insights will directly inform how the company invests in its people.

Presenting a compelling business case for a £3M investment in AI-powered adaptive learning, securing board approval, and seeing it integrated into the company's 3-year strategic plan.

What frustrates people
  • Dealing with legacy systems that are difficult to integrate or replace, despite having a clear vision for something better.
  • Navigating complex internal politics and competing priorities across different business units, which can slow down strategic initiatives.
  • Securing budget for innovative learning technologies when the immediate ROI isn't always obvious or easily quantifiable.
  • Managing vendor relationships where promises don't always align with delivery, requiring tough conversations and strategic pivots.
  • The constant need to justify the value of learning technology to leaders who might still view it as a cost rather than an investment.
What this role does not give you
  • A purely hands-on technical role; you'll be leading teams, not configuring individual courses.
  • A quiet, predictable environment; expect constant strategic challenges and evolving priorities.
  • The luxury of avoiding difficult conversations; you'll need to challenge assumptions and push back on unrealistic requests.
  • A role where you can avoid financial oversight; you'll be managing significant budgets and accountable for their impact.

8Who you work with

This role directly impacts the company's ability to develop its workforce at scale, driving talent retention, skill acquisition, and overall organisational agility. You're accountable for the £ multi-million investment in learning technology, ensuring it delivers measurable ROI and supports the business's strategic objectives. Your decisions here affect every employee's learning journey and, frankly, our competitive edge in the market.

Inside the business
  • C-Suite (CEO, CFO, CPO)
  • Board Members (particularly Audit & HR Committees)
  • IT Leadership (CIO, Head of Enterprise Architecture)
  • HRIS Leadership
  • Business Unit Heads (Sales, Product, Engineering)
  • Legal & Compliance Teams
Outside the business
  • Key Learning Technology Vendors (LMS, LXP, Authoring Tools)
  • Industry Bodies & Associations (e.g., Learning Technologies Group)
  • Strategic Consulting Partners
  • External Auditors

9What you need before you start

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

  • A proven track record of 5-7 years in a senior leadership role (e.g., Head of Learning Systems, Senior Manager) overseeing learning technology and operations for a large, complex enterprise.
  • Demonstrated experience managing significant budgets (minimum £1M+) and delivering measurable ROI on technology investments.
  • Experience leading and developing teams of managers and specialists (20+ people direct/indirect reports).
  • Successfully led at least one major learning technology transformation project (e.g., full LMS/LXP implementation or migration) from strategy to successful adoption.
  • Strong understanding of enterprise-level IT infrastructure, HRIS integrations, and data architecture principles.
  • Comfortable presenting to and influencing C-suite executives and Board members on strategic technology initiatives.

10What to practise next

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

XR/Metaverse for Learning Strategy

Extended Reality (VR, AR, MR) and the metaverse offer immersive learning experiences that can dramatically improve skill transfer, especially for complex or high-risk tasks. Industries are already seeing significant ROI in areas like surgical training, equipment maintenance, and soft skills development. Ignoring this trend means missing out on a powerful learning modality.

Immersive Learning Design · Hardware & Platform Evaluation · ROI for Immersive Learning · Integration with Learning Ecosystem

  • This quarter: Research leading companies using XR for learning and identify potential use cases within our organisation.
  • Next 6 months: Partner with a business unit (e.g., Operations, Engineering) to pilot a small-scale XR learning programme, measuring its effectiveness.
  • Next 12 months: Develop a strategic roadmap for scaling XR learning, including technology choices, content development, and budget implications.
  • Ongoing: Attend industry events and connect with experts in immersive learning to stay abreast of developments.

Quick win: Download a few consumer VR apps or AR experiences on your phone to get a feel for the technology. Explore free online resources or demos from enterprise XR learning providers to understand their capabilities.

11Staying current once you are in

What people here do to keep up
  • Actively participate in industry forums and conferences (e.g., Learning Technologies, DevLearn) as a speaker or panelist, sharing your expertise and building your network.
  • Engage in executive education programmes focused on digital transformation, strategic leadership, or HR technology innovation.
  • Mentor emerging leaders within L&D and across the organisation, giving back to the community and honing your leadership skills.
  • Stay current with thought leadership in learning science, AI, and future of work trends through academic journals, industry reports, and expert blogs.
  • Consider pursuing non-executive director roles or advisory positions to broaden your strategic perspective beyond our immediate industry.

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 in Learning Design & Delivery

AI is rapidly transforming how learning content is created, personalised, and delivered. Competitors are already using AI to generate adaptive learning paths, create interactive simulations, and provide real-time feedback. If we don't embrace this, our learning experiences will quickly become outdated and less effective.

  • Adaptive Learning Systems
  • AI-Powered Content Creation
  • Personalised Learning Journeys
  • Ethical AI in Learning

Learning Data Mesh Architecture

Traditional centralised data warehouses often struggle with the diverse, distributed nature of modern learning data. A data mesh approach treats learning data as a product, owned by domain teams, making it more discoverable, trustworthy, and usable for holistic insights. This is critical for truly linking learning to business outcomes at scale.

  • Domain-Oriented Data Ownership
  • Data as a Product
  • Self-Serve Data Platforms
  • Federated Governance

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Enterprise Learning Ecosystem Design
  • Learning Analytics Strategy
  • Vendor Management & Procurement
  • Organisational Change Management (OCM)
  • Digital Transformation & Innovation

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

    From Learning Operations Manager (Level 5)

    3-5 years as a Manager

    Skills to master

    • Moving from managing a team and a specific tech area to owning the entire ecosystem strategy, managing multi-million-pound budgets, and influencing at the C-suite level. This requires a significant leap in strategic thinking and executive presence.

    You're ready to move on when

    • Successfully managed a team of 10+ people and a budget over £500K.
    • Led a major technology implementation project (e.g., new LMS/LXP) from start to finish.
    • Consistently demonstrated the ability to link learning tech initiatives to measurable business outcomes.
    • Developed strong relationships and influenced senior leaders outside of L&D.
    • Proactively identified and proposed solutions for enterprise-wide learning tech challenges.
  2. 2

    From Head of Learning Systems / Senior Director, HR Technology (external)

    Direct entry if experience aligns

    Skills to master

    • Often requires adapting to our specific organisational culture, existing tech stack, and strategic priorities. Understanding our industry context and regulatory landscape will be crucial.

    You're ready to move on when

    • Proven experience in a similar scope and scale (multi-million-pound budget, 20+ team members).
    • Demonstrated success in strategic planning and execution of learning or HR technology roadmaps.
    • Strong executive presence and ability to quickly build credibility with our C-suite.
    • A track record of successful vendor management and complex contract negotiation.
    • Deep understanding of enterprise architecture and HRIS integration.
  3. 3

    From Director of Digital Learning / Learning Innovation

    2-4 years in a similar role, with a focus on operations

    Skills to master

    • While you'll have a strong grasp of innovation and digital learning, you'll need to deepen your expertise in large-scale operational excellence, governance, and the financial accountability that comes with owning the entire tech stack. It's about balancing innovation with robust, scalable operations.

    You're ready to move on when

    • Successfully launched and scaled innovative digital learning programmes.
    • Demonstrated ability to manage complex projects and cross-functional teams.
    • Strong understanding of learning technology platforms beyond just content delivery.
    • Developed compelling business cases for digital learning investments.
    • Proven ability to manage budgets and deliver on financial targets.

15Where this role leads

The long view: This role can lead to wider people leadership as a Chief People Officer, or into operations as a Chief Operating Officer.

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 Learning Technology & Operations is actually changing.

Where it leads

Roles this leads to

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

  • VP of Talent & Development

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 Director of Learning Technology & Operations.

Provide learning opportunities for colleagues Level 5

Applied to your work in Director of Learning Technology & Operations

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.

See Your Progress Grow Illustration
Director of Learning Technology & Operations
  • Enterprise Learning Ecosystem Design
  • Learning Analytics Strategy
  • Vendor Management & Procurement
  • Organisational Change Management (OCM)
  • Digital Transformation & Innovation
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

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

  1. VP of Talent & Development

    3-5 years in Director role

    From Level 6 to Level 7 (C-Suite equivalent)

    • Organisational Effectiveness & Design Leading large-scale organisational restructuring and culture transformation initiatives.
    • Executive Coaching & Development Providing strategic coaching to C-suite and senior leadership.
    • M&A Integration (HR focus) Leading the HR integration strategy for mergers and acquisitions.
    • Global HR Strategy Developing and implementing talent strategies across multiple geographies and diverse workforces.

  2. Chief Learning Officer (CLO)

    4-6 years in Director role

    From Level 6 to Level 7 (C-Suite)

    • Learning Innovation Portfolio Management Overseeing a portfolio of cutting-edge learning initiatives and experiments.
    • Strategic Workforce Planning Leading efforts to identify future skill needs and build capabilities proactively.
    • Academic & Industry Partnerships Forging strategic alliances with universities and research institutions.
    • Global Learning Governance Establishing learning standards and policies across diverse international operations.
Working with AI on the job

Working with AI

Where AI is starting to help

At the Director level, your time is precious. It should be spent on strategy, leadership, and high-impact decisions, not getting bogged down in manual analysis or report drafting. AI isn't just for junior roles; it's a game-changer for senior leaders who know how to use it strategically.

Imagine having a highly intelligent assistant who can sift through market trends, summarise complex vendor proposals, or even draft initial policy documents in minutes. That's the reality of AI for a Director of Learning Technology & Operations. It shifts your focus from tactical oversight to truly strategic insight and ecosystem design, giving you back valuable time for what really matters.

Strategic Roadmap Generation

Feed AI market research, internal business goals, and current tech stack details. It can then help draft initial multi-year tech roadmaps, identify emerging trends, and propose potential investment areas, giving you a strong starting point for strategic planning sessions. Think of it as a highly efficient research assistant.

Executive Data Storytelling

You're constantly presenting to the C-suite and Board. AI can help synthesise complex learning analytics from various sources (LMS, LXP, HRIS) into concise, compelling executive summaries and board-ready presentations. It can even suggest predictive insights, helping you tell a more impactful data story in a fraction of the time.

Policy & Governance Drafting

Drafting comprehensive learning policy documents, governance frameworks for data usage, or even summaries of complex vendor contracts can be tedious. AI can generate initial drafts based on your inputs and existing templates, allowing you to focus on refining the strategic intent and ensuring compliance, rather than starting from scratch.

Market Intelligence & Vendor Analysis

Staying on top of the rapidly evolving learning technology market is a full-time job. AI can rapidly analyse industry reports, competitor tech stacks, and detailed vendor capabilities. This helps you quickly assess potential partners, identify gaps in our current ecosystem, and inform strategic decisions about future investments.

Common questions

Common questions

How do you become a Director of Learning Technology & Operations?

Common routes in include From Learning Operations Manager (3-5 years as a Manager), From Head of Learning Systems / Senior Director, HR Technology (external) (Direct entry if experience aligns) and From Director of Digital Learning / Learning Innovation (2-4 years in a similar role, with a focus on operations). Times vary with prior experience.

Where can a Director of Learning Technology & Operations progress to?

This role can lead on to VP of Talent & Development (3-5 years in Director role) and Chief Learning Officer (CLO) (4-6 years in Director role), depending on the skills you build.

What new skills matter most for a Director of Learning Technology & Operations?

Increasingly, AI in Learning Design & Delivery and Learning Data Mesh Architecture. 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 7

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 enterprise technology strategy, large-scale operations, and talent development apply across industries such as financial services, healthcare, and retail. They can also lead into strategic roles with learning technology vendors, shaping products around client needs.

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

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