UK

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

Director, Learning & Development 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 reports3-8 reports
  • Reports toVP, Global Learning & Development
  • UK framework levelUsually a director, accountable for a division and its numbers

Also advertised as Head of Learning Technology · VP, Learning Platforms & Support · Director of Digital Learning Ecosystem

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

Two short quizzes about you

1From this job to a course

The qualifications matched to this job

NCFE CACHE Level 5 Diploma in Advanced Playwork (Wales) NCFE · Level 5 · covers 2 of 10 standards
AIM Qualifications Level 5 Diploma in Education and Training AIM Qualifications · Level 5 · covers 1 of 10 standards
GQA PAA\VQ-SET Level 3 Certificate in Learning and Development GQA Qualifications Limited · Level 3 · covers 2 of 10 standards
City & Guilds Level 4 Diploma in Learning and Development City & Guilds Limited · Level 4 · covers 2 of 10 standards
OCNLR Level 4 Certificate in Education and Training OCN London · Level 4 · covers 2 of 10 standards
Focus Awards Level 3 Diploma in Playwork (RQF) Focus Awards Limited · Level 3 · covers 2 of 10 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)
Develop and prepare resources for learning and development AIM Qualifications Level 5 Diploma in Education and Training
Identify individual learning and development needs GQA PAA\VQ-SET Level 3 Certificate in Learning and Development

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
Automation Fluency building AI into how work runs
Change Fluency taking people through change
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Built for Director, Learning & Development Operations

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

  1. Provide learning opportunities for colleagues NCFE · covers 2 of 10 standards Level 5
  2. Develop and prepare resources for learning and development AIM Qualifications · covers 1 of 10 standards Level 5
  3. Identify individual learning and development needs GQA Qualifications Limited · covers 2 of 10 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 Director, Learning & Development Operations?

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

  • AI Strategy & Ethical Deployment in L&D
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, Learning & Development Operations plan as you set up, starting with a Future Fluency module on using AI in your job. No card.

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

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3What this role really is

This role runs the technology and operations behind learning across a business, making sure systems work and deliver value.

4What you'd actually use

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

LMS (e.g., Cornerstone OnDemand, Docebo, Canvas) Architect

Leading LMS selection/migration projects, designing complex integrations with HRIS (Workday, SuccessFactors), defining platform governance, data strategy, and long-term roadmap. You'll oversee, not operate, the day-to-day.

Course Authoring Tools (e.g., Articulate 360, Adobe Captivate) Strategic

Setting authoring standards for the organisation, evaluating new authoring technologies for enterprise adoption, managing the enterprise license and asset libraries, ensuring content is scalable and compliant. You won't be building courses, but you'll dictate how they're built.

Support & Ticketing Systems (e.g., Jira Service Management, Zendesk, ServiceNow) Strategic

Owning the support platform strategy, defining SLAs and escalation paths for the entire L&D function, reporting on team performance and user friction points to leadership, driving automation and self-service initiatives.

Learning Analytics Platforms (e.g., xAPI LRS, Power BI, Tableau) Advanced

Defining the data architecture for learning analytics, overseeing the creation of executive dashboards, interpreting complex data to inform strategic decisions, and demonstrating the ROI of learning initiatives to the C-suite.

Project & Portfolio Management Software (e.g., Asana, Monday.com, Jira) Advanced

Managing the portfolio of L&D operations projects, tracking progress against strategic objectives, allocating resources across multiple initiatives, and reporting on project health to senior 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
LMS Vendor Selection & Contract Negotiation No involvement beyond basic data gathering if asked. May provide technical input on specific features or integration capabilities. Contributes to vendor evaluation, provides detailed technical recommendations, and helps define requirements.
L&D Operations Budget Allocation (£2M-£10M+) No involvement. May contribute data on specific tool costs or resource needs for their tasks. Provides input on resource needs for specific projects or workstreams.
Team Hiring & Organisational Design No involvement beyond being interviewed. May participate in interviews for junior roles. Interviews junior and mid-level candidates, provides feedback.

6How you'll be judged

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

Learning Platform Adoption Rate
Percentage of active employees engaging with core learning platforms (LMS, content libraries).
Target · Achieve 80% monthly active users across core platforms, with a 15% YoY increase in unique course completions.

If we have 10,000 employees, we're aiming for 8,000 unique logins per month. If we hit 7,500, we're a bit short, and you'll need to figure out why.

Cost-per-Learner (CPL) for Digital Learning
Total operational cost of digital learning platforms (licences, support, infrastructure) divided by the number of active learners.
Target · Reduce CPL by 10% year-on-year through platform optimisation, vendor negotiation, or consolidation, without impacting user experience.

If our total digital learning operational costs are £1M and we have 50,000 active learners, our CPL is £20. You'd aim to get that down to £18 next year.

L&D Operations Efficiency & SLA Adherence
Overall efficiency of the L&D operations team, including average ticket resolution time, first contact resolution rate, and adherence to platform uptime SLAs.
Target · Maintain 99.9% LMS uptime, ensure 90% of P1 tickets are resolved within 2 hours, and reduce recurring 'how-to' tickets by 20% QoQ via knowledge base improvements.

Your team's average resolution time for a critical LMS bug might be 3 hours, but the SLA is 2 hours. You'll need to investigate the bottleneck and fix it.

Learning Data Insight Generation
Number of actionable insights derived from learning analytics that directly inform L&D strategy or business decisions.
Target · Deliver 4-6 high-impact learning analytics reports/dashboards annually that are used by L&D leadership and business unit heads to adjust learning programmes.

You might present a report showing that sales reps who complete 'Advanced Product Training' within 30 days of hire close deals 15% faster. This insight then drives a change in the onboarding programme.

Strategic Alignment of Learning Technology Roadmap
How well the learning technology strategy supports the overall business objectives and talent development goals.
  • Regular positive feedback from the CPO and business unit VPs on the relevance and impact of the technology roadmap. Your proposals for new tech or platform enhancements are consistently approved because they clearly link to business value. You're seen as a trusted advisor, not just a tech implementer.
Team Leadership & Development
The effectiveness of your leadership in building a high-performing L&D operations team, fostering growth, and managing performance.
  • High team engagement scores in internal surveys. Low voluntary turnover within your direct team. Evidence of direct reports progressing into more senior roles. You're regularly sought out by team members for career advice and mentorship.
Vendor Relationship Management
The quality of relationships with key learning technology vendors, ensuring optimal service, value, and strategic partnership.
  • Successful renegotiation of vendor contracts leading to better terms or cost savings. Vendors proactively bring you new solutions or insights. You're able to resolve complex issues with vendors efficiently and collaboratively, rather than through contentious escalations.
Cross-Functional Collaboration & Influence
Your ability to work effectively with other departments (IT, HR, business units) to achieve shared goals and influence technology decisions.
  • You're regularly invited to IT steering committee meetings. Business unit leaders proactively approach you to discuss their learning needs. You successfully advocate for L&D's needs in broader technology discussions, ensuring our voice is heard and acted upon.

7Would you like it

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

What people enjoy
Building & Optimising Systems

You'll get a real kick out of designing a new integration between the LMS and HRIS, or seeing your team implement a new support workflow that cuts resolution times by 30%. The idea of creating a seamless, efficient learning experience for thousands of employees genuinely excites you.

You might spend your Tuesday morning reviewing architectural diagrams for a new learning analytics platform, then your afternoon refining a process for onboarding new content creators, all driven by the desire to make things work better.

Driving Business Impact Through Learning

You're not just interested in the tech; you want to see how it helps the business. You'll be motivated by reports showing increased sales performance after a new product training programme, or faster time-to-competency for new hires. You see learning tech as a strategic enabler, not just a cost centre.

You'll be thrilled when the CPO praises your team's work on the compliance training platform, noting how it significantly reduced audit risk and improved employee understanding of key policies.

Leading & Developing a High-Performing Team

You enjoy mentoring your managers, helping them solve their team's challenges, and seeing your direct reports grow into more senior roles. You'll invest time in coaching, setting clear expectations, and empowering your team to deliver excellent results.

You might spend your Friday afternoon doing 1:1s, not just reviewing performance, but discussing career aspirations and helping your team members identify their next development steps.

What frustrates people
  • Dealing with legacy systems that constantly break and require significant effort to maintain, despite clear business need for modernisation.
  • Navigating complex internal politics to get buy-in for critical technology investments or process changes.
  • Managing vendor relationships where promises don't always align with delivery, requiring constant oversight and negotiation.
  • The constant tension between ambitious learning goals and limited budget/resource availability.
  • Being held accountable for the performance of systems and processes that rely heavily on other departments (e.g., IT infrastructure, HR data feeds) where you don't have direct control.
What this role does not give you
  • Extensive hands-on coding or direct technical implementation (you'll oversee, not do).
  • A quiet, predictable work environment with minimal interruptions.
  • Immediate gratification from solving individual user problems.
  • Complete autonomy without needing to justify decisions or manage stakeholder expectations.

8Who you work with

You're responsible for the entire operational backbone of our learning strategy. Your decisions directly affect learner engagement, the efficiency of our L&D team, and the overall return on investment for all learning programmes. Get it right, and you enable a highly skilled workforce; get it wrong, and you create significant friction and cost.

Inside the business
  • VP, Global Learning & Development (your boss)
  • Chief People Officer (CPO)
  • Heads of Business Units (e.g., Sales, Product, Engineering)
  • IT Leadership (CIO, Head of Infrastructure)
  • Finance Director (for budget and spend reviews)
  • Legal & Compliance (for data privacy and regulatory training)
Outside the business
  • LMS and Learning Technology Vendors (Cornerstone, Moodle, Articulate)
  • Industry Peers and Professional Bodies (e.g., Learning Technologies Group)
  • Consultancy Partners (for major platform implementations)

9What you need before you start

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

  • Proven track record of leading and managing a team of learning technologists or L&D operations professionals, ideally across multiple geographies.
  • Extensive experience (10+ years) in designing, implementing, and managing enterprise-level learning management systems and related technologies.
  • Demonstrable experience in managing significant operational budgets (e.g., £2M+) and negotiating complex vendor contracts.
  • Strong strategic planning capabilities, with experience developing and executing multi-year technology roadmaps.
  • Excellent communication and influencing skills, with a history of successfully presenting to and gaining buy-in from C-suite executives.

10What to practise next

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

Digital Transformation Leadership for L&D

L&D is increasingly a digital-first function. You'll need to lead the charge in transforming traditional learning processes into fully digital, scalable, and integrated experiences, often requiring significant cultural and technological shifts.

Micro-credentialing & Skill-based Learning · Learning Experience Platforms (LXP) & Personalisation · API-First Architecture for Learning · DevOps Principles for Learning Tech

  • This quarter: Research leading companies in L&D digital transformation. Network with peers who have led similar initiatives.
  • Next quarter: Conduct an internal audit of our current learning tech stack to identify bottlenecks and opportunities for digital transformation.
  • Month 6-9: Develop a phased roadmap for migrating key learning processes to a more integrated, digital-first model.
  • Month 9-12: Secure initial budget and executive sponsorship for a major digital transformation initiative within L&D.

Quick win: Identify one manual, repetitive process within L&D operations and brainstorm how it could be fully automated or digitised using existing tools or simple integrations. Present this as a quick win to your VP.

11Staying current once you are in

What people here do to keep up
  • Regularly attend industry conferences (e.g., Learning Technologies, DevLearn, ATD) to stay abreast of emerging trends and network with peers.
  • Participate in executive leadership programmes or courses focused on digital transformation, strategic planning, or change management.
  • Engage with professional bodies and communities of practice in learning technology and L&D operations.
  • Mentor junior professionals within the L&D field, which helps solidify your own leadership skills and knowledge.

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 Strategy & Ethical Deployment in L&D

AI is no longer a future concept; it's here. From personalised learning paths to automated content creation and intelligent support bots, AI will fundamentally change how we deliver and manage learning. You need to lead this transformation, not just observe it.

  • Generative AI for Content & Design
  • Adaptive Learning Systems
  • AI-Powered Learning Analytics
  • Ethical AI & Bias Mitigation

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Enterprise Learning Technology Strategy & Architecture
  • Learning Data Analytics & ROI Measurement
  • Vendor Management & Contract Negotiation
  • L&D Operations & Service Delivery Model Design

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

    Head of Learning Technology / Senior Learning Technologist Lead

    5-8 years to reach this level, then another 5-8 years at this level before Director

    Skills to master

    • Deep expertise in enterprise LMS management, leading complex integrations, managing technical teams, and developing technology roadmaps. You'll need to show a clear progression from managing projects to managing people and strategy.

    You're ready to move on when

    • Successfully led a major LMS migration or significant platform integration project.
    • Managed a team of 3+ learning technologists for at least 3 years, with strong performance reviews.
    • Consistently presented strategic technology recommendations to senior leadership with successful outcomes.
    • Managed a budget of at least £500K-£1M for learning technology.
  2. 2

    Manager, L&D Operations / Learning Platforms

    7-10 years to reach this level, then 6-10 years at this level before Director

    Skills to master

    • Strong operational management skills, including service delivery, vendor management, and process optimisation. You'll need to demonstrate a shift from managing individual contributors to managing managers and owning broader functional outcomes.

    You're ready to move on when

    • Owned the end-to-end operational delivery of a key learning platform for a large user base.
    • Successfully managed a team of at least 5-8 L&D operations specialists or administrators.
    • Demonstrated significant improvements in operational efficiency or learner satisfaction metrics.
    • Managed a budget of at least £1M-£2M for L&D operations.
  3. 3

    Senior IT Manager (with L&D focus)

    10-15 years in IT, with 5+ years focused on learning systems

    Skills to master

    • Strong technical architecture and IT project management skills, combined with a growing understanding of adult learning principles and L&D business needs. You'll need to bridge the gap between pure IT and the specific requirements of learning.

    You're ready to move on when

    • Successfully delivered large-scale IT projects, including system implementations or integrations.
    • Managed cross-functional technical teams.
    • Developed a deep understanding of learning technologies and their application in a business context.
    • Demonstrated ability to translate business requirements into technical solutions.

15Where this role leads

The long view: This work sits at the point where operational skill meets leadership. It can lead to roles such as Chief Learning Officer, Chief People Officer, or Head of Digital Transformation.

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 & Development Operations is actually changing.

Where it leads

Roles this leads to

How you would learn this

One to one, on the work you already do

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

A lesson from Provide learning opportunities for colleagues, worked against Director, Learning & Development Operations.

Provide learning opportunities for colleagues Level 5

Applied to your work in Director, Learning & Development 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.

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See Your Progress Grow Illustration
Director, Learning & Development Operations
  • Enterprise Learning Technology Strategy & Architecture
  • Learning Data Analytics & ROI Measurement
  • Vendor Management & Contract Negotiation
  • L&D Operations & Service Delivery Model 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.

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

  1. VP, Global Learning & Development

    3-5 years

    1 level (L7)

    • Strategic workforce planning and skills forecasting.
    • Leadership development programme design and oversight.
    • Global L&D policy and governance.
    • External thought leadership and industry representation.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, you're already swamped. Imagine reclaiming a significant chunk of your week by letting AI handle the grunt work, giving you more time for strategic thinking, team leadership, and driving real business impact. We're not talking about replacing people; we're talking about making your team—and you—superhuman.

As Director, your job is to set strategy and ensure operational excellence. AI isn't just for your team; it's a powerful tool for you to gain insights faster, automate oversight, and make better decisions. Think of it as your strategic co-pilot, not just a fancy gadget.

Strategic Analytics & Reporting Automation

AI can automatically pull data from various learning platforms, HRIS, and business systems, then generate executive-ready reports on learning impact, platform adoption, and ROI. You'll get actionable insights in minutes, not days, allowing you to focus on what the data means rather than how to get it.

Operational Oversight & Anomaly Detection

Imagine AI monitoring all your learning platforms 24/7, flagging unusual spikes in error rates, drops in course completions, or unexpected user behaviour. You'll be alerted to potential issues before they become widespread problems, allowing for proactive intervention and maintaining high service levels.

Vendor & Contract Analysis

Feed AI your vendor contracts and proposals. It can quickly highlight key clauses, identify potential risks, compare terms across multiple vendors, and even suggest negotiation points. This frees up your time from tedious legal reviews, letting you focus on strategic vendor relationships.

L&D Strategy & Roadmap Generation

Use AI to brainstorm new learning technology solutions, analyse industry trends, and even draft initial versions of your strategic roadmap or business cases. It can help you explore different scenarios and articulate your vision more effectively, giving you a head start on complex planning.

Common questions

Common questions

How do you become a Director, Learning & Development Operations?

Common routes in include Head of Learning Technology / Senior Learning Technologist Lead (5-8 years to reach this level, then another 5-8 years at this level before Director), Manager, L&D Operations / Learning Platforms (7-10 years to reach this level, then 6-10 years at this level before Director) and Senior IT Manager (with L&D focus) (10-15 years in IT, with 5+ years focused on learning systems). Times vary with prior experience.

Where can a Director, Learning & Development Operations progress to?

This role can lead on to VP, Global Learning & Development (3-5 years), depending on the skills you build.

What new skills matter most for a Director, Learning & Development Operations?

Increasingly, AI Strategy & Ethical Deployment in L&D. These are the skills our record of this role lists as growing.

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17Where to go from here

Other roles at Level 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 learning technology, operations and leadership carry across sectors. Similar director or VP roles exist in other large organisations. Some people move into consulting on HR technology, digital learning or organisational change. This spans fields such as professional services, financial services or technology.

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

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Start my plan, free What happens next: a free account, then we build your plan as you set up. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.