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

Director, Learning Experience

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

Experience bandDirector/VP (16-20 years)
Direct reports5-8 reports
Reports toVP, Talent & Organisational Development
UK framework levelUsually a director, accountable for a division and its numbers

Also advertised as Head of Learning & Development · VP, Learning Strategy · Global Learning Lead · Director of Organisational Learning

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

Start with a free Future Fluency check, tuned to Director, Learning Experience

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

Start the check, free

1What this role really is

This isn't just about managing a team; it's about shaping how our entire organisation learns and grows. You'll be the architect of our learning strategy, making sure every penny we spend on development actually helps the business hit its goals. Think big picture, multi-year plans, and getting buy-in from the top table. You're not just delivering training; you're building a learning culture that helps us win.

2What you'd actually use

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

LXP/LMS (Degreed, Cornerstone OnDemand, Workday Learning)Strategic

Leading platform selection (RFP process), defining the enterprise learning tech ecosystem, and leveraging API data for strategic insights and integrations with HRIS and other business systems. You're the ultimate owner of the platform strategy.

Authoring Tools (Articulate 360, Camtasia, Vyond)Architect

Setting standards for tool usage across your team, evaluating new authoring technologies for scalability and accessibility, and ensuring content consistency and quality across all modalities. You'll advise on complex design challenges.

Collaboration & Design (Miro, Figma, Slack)Strategic

Championing the use of collaborative tools to break down silos between L&D and the business, facilitating high-level strategic design thinking sessions, and ensuring effective cross-functional communication for major initiatives.

Analytics & BI (Tableau, Power BI)Strategic

Designing and presenting learning impact dashboards to executives, linking learning metrics to critical business KPIs (e.g., sales quota attainment, retention), and using data to inform and defend strategic investment decisions.

HRIS (Workday HCM, SAP SuccessFactors)Architect

Partnering with the HRIS team to ensure seamless data flow for talent mobility, performance management, and learning. You'll influence the design of skills and competency frameworks within the HRIS to align with learning strategy.

PM Tools (Asana, Jira)Strategic

Managing the entire L&D project portfolio, prioritising initiatives based on business goals, handling resource allocation across multiple teams, and ensuring transparent reporting on project status and outcomes to senior leadership.

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
L&D Strategic Roadmap	N/A	N/A	N/A
Annual L&D Budget Allocation	N/A	N/A	N/A
Major Learning Technology Selection	N/A	N/A	N/A
Team Hiring & Organisational Design	N/A	N/A	N/A
External Partnerships & Vendor Contracts	N/A	N/A	N/A

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.

Strategic Alignment Score

Percentage of the annual L&D budget allocated to programmes directly supporting the top 3 company-wide strategic priorities.

Target · 90%+

If our top priorities are 'Global Expansion' and 'AI Product Innovation', 92% of your budget should be traceable to learning initiatives that enable these goals, like 'Cross-cultural Leadership' or 'Prompt Engineering for Product Teams'.

Critical Skill Gap Reduction

Measurable improvement in organisational proficiency for 2-3 identified critical skills (e.g., data literacy, agile leadership) over a multi-year period.

Target · 25% proficiency increase over 2 years (via validated assessment)

If our baseline for 'Data-Driven Decision Making' is 60% proficiency, you'd aim to get that to 75% within two years for a target population, using a recognised assessment method.

Talent Retention Impact

Correlation between participation in key leadership/development programmes and improved retention rates for those cohorts, especially in critical roles.

Target · 5% higher retention for programme participants vs. non-participants (matched control group)

Managers who completed your 'Inclusive Leadership Programme' showed an average 15% team retention rate, compared to 10% for a similar group of managers who didn't participate.

Learning Technology ROI

Demonstrable return on investment for major learning technology platforms (e.g., LXP, custom simulation tools), considering cost savings, efficiency gains, and business impact.

Target · Minimum 1.5x ROI on major platform investments within 3 years

Your new LXP cost £500K. You've shown £750K in value through reduced external training spend, increased internal mobility (saving recruitment costs), and improved time-to-market for product teams enabled by faster skill acquisition.

Executive Sponsorship & Trust

You're seen as a trusted advisor to the C-suite and business unit leaders, regularly consulted on talent strategy and organisational challenges.

Evidence: Invited to executive strategy sessions, proactively sought out for input on talent reviews, positive feedback from senior leaders on your strategic contributions, you're not just an 'order taker' but a strategic partner.

Learning Culture Health

The organisation exhibits a strong, visible culture of continuous learning, where development is championed by leaders and embraced by employees.

Evidence: High engagement in voluntary learning initiatives, internal experts keen to share knowledge, leaders actively promoting learning, positive sentiment in internal surveys about growth opportunities, a visible shift towards 'learning in the flow of work'.

Innovation in Learning Experience

You're consistently bringing fresh, effective, and impactful learning approaches to the table, moving beyond traditional methods.

Evidence: Successful piloting of new modalities (e.g., VR simulations, AI-driven coaching), positive learner feedback on novelty and effectiveness, industry recognition for innovative programmes, a portfolio that showcases diverse, modern learning solutions.

Team Leadership & Development

Your team is high-performing, engaged, and developing their careers, with clear succession plans in place.

Evidence: High team retention, positive engagement scores, successful internal promotions from your team, clear development plans for each direct report, you're seen as a strong mentor and leader.

5Would you like it

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

What people enjoy

Shaping Organisational Capability

You thrive on seeing the big picture, identifying future skill needs, and then designing the programmes and systems that actually build those capabilities across thousands of employees.

You'll spend your days strategising with C-suite leaders about future workforce needs, then working with your team to design the multi-year curriculum that addresses them. Seeing a new critical skill become widespread across the company because of your strategy is hugely satisfying.

Driving Business Impact Through People

You're not interested in training for training's sake. You're driven by connecting learning directly to tangible business outcomes like increased revenue, improved retention, or faster product launches.

You'll be presenting to the board on how your leadership development programme directly correlates with a 5% increase in manager retention, or how sales enablement training led to a 10% uplift in new client acquisition. Proving that link is your fuel.

Building & Leading a High-Performing Team

You love developing talent, mentoring your direct reports, and fostering a culture of innovation and excellence within your own team.

You'll dedicate time to one-on-ones, career planning, and empowering your managers to lead their own initiatives. Seeing your team members grow into senior roles or take on bigger projects because of your leadership is a key motivator.

What frustrates people

The constant battle to prove ROI for 'soft skills' development.
Strategic plans getting disrupted by 'flavour of the month' executive requests.
Dealing with siloed data across different HR and learning systems.
Resistance to new learning methodologies from traditional leaders.
The challenge of scaling personalised learning across a large, diverse workforce.

What this role does not give you

A quiet, predictable environment where you can focus solely on instructional design.
Immediate, tangible results for every single initiative you launch.
A role where you're always the expert; you'll need to rely on your team and external partners.
A role with minimal political navigation; you'll be constantly influencing and negotiating.

6Who you work with

This role directly shapes the human capital strategy of the entire organisation. You'll be driving the capability uplift that underpins our growth, innovation, and competitive advantage. Get it right, and we'll have a highly skilled, adaptable workforce ready for anything. Get it wrong, and we risk falling behind, struggling to attract and retain top talent, and missing our strategic objectives.

Inside the business

C-Suite (CEO, CFO, CHRO)
Business Unit Leaders (Sales, Product, Engineering)
HR Business Partners
Talent Acquisition & Management Teams
IT & Security Leadership

Outside the business

Learning Technology Vendors (LMS/LXP providers)
External Content Providers & Consultants
Industry Bodies & Associations
Academic Institutions

7What you need before you start

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

Extensive experience (10+ years) leading learning and development functions in a complex, fast-growing organisation.
Proven track record of designing and implementing enterprise-wide learning strategies that deliver measurable business impact.
Significant experience managing large L&D budgets (£1M+) and demonstrating ROI to senior leadership.
Demonstrable experience building, managing, and mentoring high-performing learning teams, including managers.
Deep expertise in learning technologies, including LXP/LMS selection, implementation, and optimisation.
Strong understanding of performance consulting methodologies and their application at a strategic level.

8What to practise next

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

Learning Data Architecture & Integration

To truly measure learning impact and personalise experiences at scale, you need seamless data flow between LMS, HRIS, performance management, and business systems. This requires a deep understanding of APIs, data lakes, and integration strategies.

xAPI (Experience API) implementation · Learning Record Stores (LRS) · Data governance for learning data · Integration middleware (e.g., Workato, Zapier) · Data visualisation for complex learning ecosystems

This quarter: Work closely with IT and HRIS teams to map out our current learning data landscape.
Next 3 months: Research best practices for xAPI implementation and LRS integration.
Next 6 months: Lead a project to improve data integration between our LMS and HRIS.
Next 12 months: Develop a long-term data strategy for learning, outlining how we'll collect, store, and use data to drive insights.

Quick win: Review the data export capabilities of your current LMS and HRIS. Can you easily link completion data to performance reviews? If not, start asking why.

9Staying current once you are in

What people here do to keep up

Regularly attending and speaking at industry conferences (e.g., Learning Technologies, ATD, DevLearn) to stay current and build your network.
Subscribing to leading L&D research journals and thought leadership publications.
Participating in executive coaching or leadership development programmes.
Mentoring junior L&D professionals to give back to the community and refine your leadership skills.
Taking online courses or certifications in emerging areas like AI in L&D, data science for HR, or immersive learning design.

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 Strategy & Governance

Essential for future readiness in this role.

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 Strategy & Governance

Essential for future readiness in this role.

Ethical AI in L&D (bias, privacy, fairness)
AI-driven content generation & curation
Adaptive learning algorithms & personalisation
AI coaching & virtual facilitators
Prompt engineering for strategic L&D tasks

Immersive Learning Ecosystem Design (VR/AR)

Essential for future readiness in this role.

VR/AR content development platforms
Haptic feedback & spatial computing
Scenario design for immersive environments
Measuring learning transfer in VR/AR
Scalability and cost considerations for immersive

What you’ll use

Skills this role draws on

Technical

Instructional Design & Learning Science (Strategic Application)
Performance Consulting (Enterprise Level)
Design Thinking for Learning (Strategic Implementation)
Learning Analytics & Measurement (Strategic Impact)
Agile L&D Project & Portfolio Management
Digital Pedagogy & Learning Ecosystem Design

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
Manager, Learning Experience & Design (L5)
3-5 years
Skills to master
- Mastering team leadership, managing a portfolio of complex learning projects, building strong stakeholder relationships, and demonstrating strategic impact at a departmental level. You'd have owned a significant budget and driven key initiatives.
You're ready to move on when
- Successfully led a team of 5+ designers/managers through multiple project cycles.
- Consistently delivered learning programmes that moved key departmental metrics.
- Recognised as a trusted advisor by senior managers outside of L&D.
- Demonstrated ability to manage budgets over £500K effectively.
2
Head of L&D (smaller organisation)
4-6 years
Skills to master
- Taking on full ownership of the L&D function in a smaller, growing company. This means building everything from scratch, managing all aspects of learning, and reporting directly to a C-level executive. It's about breadth of experience.
You're ready to move on when
- Successfully built and scaled an L&D function from the ground up.
- Managed all aspects of learning strategy, operations, and technology.
- Directly reported to a C-level executive and influenced their talent agenda.
- Demonstrated ability to operate with limited resources and high autonomy.
3
Senior Consultant (Learning & Talent)
5-7 years
Skills to master
- Working with multiple clients on diverse learning and talent challenges, developing a broad perspective on industry best practices, and honing your executive presence and influencing skills. You'd have advised C-suites on their learning strategies.
You're ready to move on when
- Successfully led large-scale learning transformation projects for external clients.
- Developed a reputation as a thought leader in a specific area of L&D.
- Consistently exceeded client expectations and built strong client relationships.
- Proven ability to diagnose complex organisational problems and propose strategic solutions.

11Where this role leads

The long view:Ultimately, this role is a launchpad for a significant career in executive leadership. The skills you'll hone here—strategic thinking, influencing, building capability, and driving measurable impact—are invaluable for any senior position. We're looking for someone who wants to make a lasting mark on our organisation and beyond.

Pay & demand

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

The ten Future Fluencies

Zavmo analysis

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

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

The highlighted ones are the Fluencies your role leans on hardest, from how Director, Learning Experience 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:

Provide learning opportunities for colleaguesLevel 5

Applied to your work in Director, Learning Experience

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

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 Director, Learning Experience

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.

Strategic Alignment ScorePercentage of the annual L&D budget allocated to programmes directly supporting the top 3 company-wide strategic priorities.If our top priorities are 'Global Expansion' and 'AI Product Innovation', 92% of your budget should be traceable to learning initiatives that enable these goals, like 'Cross-cultural Leadership' or 'Prompt Engineering for Product Teams'.90%+
Critical Skill Gap ReductionMeasurable improvement in organisational proficiency for 2-3 identified critical skills (e.g., data literacy, agile leadership) over a multi-year period.If our baseline for 'Data-Driven Decision Making' is 60% proficiency, you'd aim to get that to 75% within two years for a target population, using a recognised assessment method.25% proficiency increase over 2 years (via validated assessment)
Talent Retention ImpactCorrelation between participation in key leadership/development programmes and improved retention rates for those cohorts, especially in critical roles.Managers who completed your 'Inclusive Leadership Programme' showed an average 15% team retention rate, compared to 10% for a similar group of managers who didn't participate.5% higher retention for programme participants vs. non-participants (matched control group)
Learning Technology ROIDemonstrable return on investment for major learning technology platforms (e.g., LXP, custom simulation tools), considering cost savings, efficiency gains, and business impact.Your new LXP cost £500K. You've shown £750K in value through reduced external training spend, increased internal mobility (saving recruitment costs), and improved time-to-market for product teams enabled by faster skill acquisition.Minimum 1.5x ROI on major platform investments within 3 years

These are this job's own measures, with its own targets. Nothing is marked evidenced, because nobody has started this yet. Yours would fill in from the work you bring.

Your passport

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

Every credit you earn and every fluency you build adds up: evidence where it counts, carried with you. Zavmo keeps the map: where you are, where you're heading, and the next step, at your pace, around your life. From Director, Learning Experience to VP, Talent & Organisational Development (L7), and whatever you decide comes after.

Level 7 · in progressAI Fluency→ VP, Talent & Organisational Development (L7)→ your design

Where this takes you

Ultimately, this role is a launchpad for a significant career in executive leadership. The skills you'll hone here—strategic thinking, influencing, building capability, and driving measurable impact—are invaluable for any senior position. We're looking for someone who wants to make a lasting mark on our organisation and beyond.

See Your Progress GrowIllustration

Director, Learning Experience

Instructional Design & Learning Science (Strategic Application)
Performance Consulting (Enterprise Level)
Design Thinking for Learning (Strategic Implementation)
Learning Analytics & Measurement (Strategic Impact)
Agile L&D Project & Portfolio Management
Digital Pedagogy & Learning Ecosystem Design

This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

14The detail, folded away

Everything else the record holds

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

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

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

VP, Talent & Organisational Development (L7)
3-5 years
This is a significant jump to the C-suite level, overseeing not just learning but the entire talent lifecycle, including talent acquisition, performance management, and succession planning.
- Advanced HR analytics for total workforce planning.
- Executive coaching and leadership development at the highest levels.
- Global talent mobility and diversity, equity, and inclusion strategy.
- HR technology ecosystem architecture beyond learning.
Chief Learning Officer (CLO) (L7)
3-5 years
This is a specialist C-suite role, focused entirely on integrating learning into the core business strategy and driving a competitive advantage through workforce capability.
- Advanced learning innovation and research.
- Global learning governance and compliance.
- Strategic partnerships with academic institutions and research bodies.
- Measuring the long-term, systemic impact of learning on corporate strategy.

Working with AI on the job

Working with AI

Where AI is starting to help

Imagine cutting down on the tedious parts of your job, freeing up serious time to focus on strategy, innovation, and direct team leadership. That's what AI can do for you in this role.

We're not just talking about automating basic tasks; we're talking about fundamentally changing how you design, deliver, and measure learning at scale. AI is already transforming L&D, and we want you to be at the forefront of that. Here's how you'll use it to make a real impact:

Strategic Content Blueprinting

Use GenAI, trained on internal strategy documents and market research, to draft initial outlines for new learning pathways, competency frameworks, and executive summaries for proposed programmes. It handles the initial heavy lifting, so you can refine and add your strategic insight.

Advanced Learning Impact Analysis

Leverage AI-powered analytics platforms to correlate learning engagement and completion data with complex business KPIs (e.g., sales quota attainment, employee churn, innovation metrics). Get deeper insights faster to prove ROI and inform future strategy.

AI-Driven Personalised Learning Ecosystems

Work with our LXP providers to implement and optimise AI algorithms that recommend highly personalised learning content, career paths, and skill development opportunities based on individual performance, aspirations, and organisational needs. Move beyond one-size-fits-all.

Executive Communication & Reporting

Use AI to help synthesise complex data into compelling narratives for board presentations and executive updates. It can draft initial reports, summarise key findings from qualitative feedback, and even suggest different ways to frame your strategic recommendations for different audiences.

Common questions

How do you become a Director, Learning Experience?

Common routes in include Manager, Learning Experience & Design (L5) (3-5 years), Head of L&D (smaller organisation) (4-6 years) and Senior Consultant (Learning & Talent) (5-7 years). Times vary with prior experience.

Where can a Director, Learning Experience progress to?

This role can lead on to VP, Talent & Organisational Development (L7) (3-5 years) and Chief Learning Officer (CLO) (L7) (3-5 years), depending on the skills you build.

What level is a Director, Learning Experience in the UK?

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

What new skills matter most for a Director, Learning Experience?

Increasingly, AI-Powered Learning Strategy & Governance and Immersive Learning Ecosystem Design (VR/AR). 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 a Director, Learning Experience, 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 9 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 Director, Learning Experience: 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 7

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

Your skills in strategic talent development, organisational change, and business impact through learning are highly transferable across a wide range of industries, particularly in fast-growing tech, consulting, financial services, and even public sector organisations undergoing significant transformation.

Not sure this is the right direction?

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

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.

Director, Learning Experience

What's rising in its place

AI-Powered Learning Strategy & Governance

Immersive Learning Ecosystem Design (VR/AR)

Skills this role draws on

Technical

How you actually get there, here

Manager, Learning Experience & Design (L5)

Head of L&D (smaller organisation)

Senior Consultant (Learning & Talent)

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.

Everything else the record holds

The career path, and where it branches

VP, Talent & Organisational Development (L7)

Chief Learning Officer (CLO) (L7)

Where AI is starting to help

Strategic Content Blueprinting

Advanced Learning Impact Analysis

AI-Driven Personalised Learning Ecosystems

Executive Communication & Reporting

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.