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Jobs in Learning and Development

16 jobs in Learning and Development.

Level 2 Associate Organisational Design & Learning Analyst The Associate Organisational Design & Learning Analyst is here to provide crucial support to our senior team, helping them design and implement better ways of working across the business. Day-to-day, you'll be gathering data, mapping processes, and generally making sure our consultants have everything they need to make smart decisions about our people and structures. You'll sit right at the heart of our Learning & Development team, but your work will touch almost every corner of the organisation, translating raw information into clear insights that help us grow. When this role is done well, our senior consultants can move faster and make more informed choices, meaning our business runs smoother and our people are happier. If it's not, well, projects slow down, data gets missed, and we might end up making decisions based on guesswork rather than facts. The tricky part is often dealing with incomplete information or trying to get data from systems that don't always talk to each other. But the reward? You'll get a real, hands-on education in how a big company actually functions, learning from some seriously experienced people, and seeing your work contribute to real change. View
Level 2 Associate Performance Analyst The Associate Performance Analyst is here to support our senior team in diagnosing performance issues across the business. Day-to-day, you'll be gathering data, mapping out processes, and helping to set up interviews—basically, all the groundwork that lets us understand why something isn't working as well as it should. You'll sit squarely within the Learning & Development team, but your work will touch almost every corner of the organisation, helping us figure out if a problem needs a new process, better tools, or maybe, just maybe, some learning. When you do your job well, our senior consultants have accurate, timely information to make smart recommendations, which means less wasted effort on solutions that don't hit the mark. If the data's messy or late, it can slow everything down and lead us down the wrong path. The tricky part is often getting access to the right information and making sense of it all when it's scattered everywhere. The reward, though, is seeing how your careful work directly informs real business changes and helps people genuinely improve their performance, not just attend another workshop. View
Level 3 Change Management Specialist (Learning & Development) As a Change Management Specialist, you'll own specific chunks of our change programmes, making sure our people are ready and able to adapt to new ways of working. Day-to-day, this means you'll be designing and delivering parts of the change plan, from crafting communications that actually resonate to organising training that truly helps. You're essentially a translator, taking complex project speak and turning it into 'what this means for your Tuesday morning' for our colleagues. This role sits right at the heart of our Learning & Development team, working closely with project managers, HR, and various business units. Your efforts directly impact how quickly and smoothly new initiatives are adopted across the organisation. When you do this well, projects deliver their promised benefits faster, and our colleagues feel supported, not overwhelmed. If it's not done well, we see resistance, frustration, and a lot of wasted effort on fancy new systems that nobody uses properly. The challenge? Getting people to change their habits. The reward? Seeing our colleagues thrive with new tools and processes, making their jobs easier and our business better. View
Level 3 Employee Development Specialist The Employee Development Specialist is responsible for designing, building, and delivering specific learning programmes, usually focused on a single topic or a particular team's needs. You'll take a concept, figure out the best way to teach it, and then make it happen, whether that's an e-learning module or a live workshop. This role directly impacts how quickly new hires get up to speed and how effectively our existing teams adapt to new tools or processes. Day-to-day, you'll be working at the intersection of our business needs and learning theory, translating what our teams need to learn into engaging, practical content. When you do this well, our employees feel supported, perform better, and frankly, stick around longer. If it's not done well, we end up with frustrated staff, wasted time, and training that no one remembers (or even bothers to complete). The challenge here is often getting clear on what people *actually* need, not just what they *think* they need. The reward, though, is seeing someone 'get it' because of something you built, or hearing that your training made a real difference to their work. View
Level 5 Health and Safety Learning & Development Manager As our Health and Safety Learning & Development Manager, you'll be the one calling the shots on how we teach our people to stay safe. You'll run the team that designs, builds, and delivers all our safety training, making sure it actually makes a difference. This role directly impacts our incident rates and, frankly, keeps our colleagues out of harm's way. You'll sit right at the heart of our Learning & Development function, working closely with our EHS teams to translate complex regulations into practical, engaging learning programmes that truly stick. When you do this job well, we'll see fewer accidents, better compliance, and a workforce that genuinely understands and values safety. If it's not done right, well, the consequences can be pretty grim – from serious injuries to hefty fines and reputational damage. The tricky part is balancing operational demands with critical safety training, often having to fight for the time and resources you need. The reward, though? Knowing you've played a crucial part in protecting people's lives and livelihoods. It's a huge responsibility, but you'll be building something that truly matters. View
Level 5 Lead Change Strategist (L&D) As our Lead Change Strategist, you'll be the person who figures out how we actually get people to change. You'll design the overarching change management strategies for our most critical, complex projects—think new enterprise systems, major organisational restructures, or shifts in our core business model. This means moving beyond just project-specific tactics and thinking about how we build a lasting capability for change across the entire company. You'll also lead a small team of Change Specialists, guiding their work and helping them grow. This role sits right at the intersection of strategic vision and day-to-day execution. You'll translate high-level business goals into actionable plans for human behaviour change, making sure that when we launch something new, it actually sticks. When you do this well, our projects hit their targets faster, employees feel supported, and we avoid the expensive re-work that comes from poorly managed transitions. If it's not done well, we risk significant project delays, low adoption, and a cynical workforce that resists future initiatives. The challenge here is dealing with multiple, often conflicting, priorities and navigating complex political landscapes. You'll regularly face resistance, tight deadlines, and the need to influence people who don't report to you. The reward, though, is immense: you'll genuinely shape how our organisation adapts and thrives, building a resilient culture that can handle anything the future throws at it. View
Level 2 Learning & Development Coordinator The Learning & Development Coordinator is responsible for keeping the wheels of our learning programmes turning. Day-to-day, you'll be managing the logistics, scheduling, and administrative tasks that make sure our employees can actually access and complete their training. You'll sit right at the heart of the L&D team, acting as the first point of contact for learner queries and making sure our systems, like the LMS, are up-to-date and accurate. When you do this job well, our colleagues have a smooth, hassle-free learning experience, and the L&D team can focus on designing great content, not chasing registrations. If things go wrong, people miss out on vital training, our data gets messy, and the whole team gets bogged down in avoidable admin. The challenge here is juggling multiple requests and keeping a cool head when things get a bit hectic. The reward? You'll be directly enabling hundreds of people to learn and grow, which is pretty cool when you think about it. View
Level 3 Learning & Development Specialist The Learning & Development Specialist is here to make sure our people get the right training, at the right time, in the right way. You'll be delivering existing workshops and building new, engaging e-learning modules based on clear design documents. Essentially, you own a specific piece of the learning process, making sure it's top-notch and actually helps our colleagues grow. This role sits right at the heart of our employee experience, translating business needs into practical learning solutions that our teams can use day-to-day. You'll be working closely with the Senior L&D Specialist and various department heads, turning their requests into tangible learning programmes. When you do this well, our employees feel more competent, engaged, and ready for their next challenge. If you don't, people get frustrated, training feels like a waste of time, and we're not building the skills we need as a business. The tricky part is often getting people to actually *want* to learn, not just tick a box. But the reward? Seeing someone 'get it' because of something you built or taught, and then watching them apply that new skill. View
Level 2 Learning Coordinator The Learning Coordinator is here to make sure our learning programmes run like clockwork. You'll be handling all the essential admin that underpins our training, from getting people signed up to making sure the right content is available at the right time. This role directly impacts how smoothly our colleagues experience learning, which in turn helps them do their jobs better and keeps our organisation moving forward. Day-to-day, you'll be working closely with the wider L&D team and our learners, translating programme plans into practical actions. When you do this well, learners have a seamless experience, facilitators can focus on teaching, and the L&D team looks good. If things go wrong, people get frustrated, miss training, and we lose credibility. The tricky part is juggling multiple requests and last-minute changes, often with tight deadlines. The reward, though, is seeing people develop new skills and knowing you've played a key part in making that happen. View
Level 3 Learning Facilitator The Learning Facilitator is responsible for delivering our core learning programmes, both in-person and virtually, ensuring participants get a valuable and engaging experience. You'll take pre-designed content and make it sing, adapting your approach to different audiences and making sure the learning actually sticks. This role sits right at the heart of our L&D team, translating strategic learning objectives into practical, day-to-day skill-building for our colleagues. When you do this job well, our teams feel more confident, perform better, and genuinely enjoy their learning journey. If it's not done well, people disengage, training becomes a tick-box exercise, and we miss out on crucial skill development. The challenge here is keeping every session fresh and relevant, even when you've delivered it a dozen times, and handling those tricky moments when tech fails or someone's just not 'getting it'. The reward, though, is seeing someone's 'aha!' moment, watching them apply a new skill, and knowing you've made a tangible difference to their working day. View
Level 5 Manager, Leadership Coaching & Mentoring The Manager, Leadership Coaching & Mentoring, is here to define and deliver our overarching strategy for how we develop our leaders through coaching and mentoring. You'll be the person who decides what good looks like, builds the programmes, and makes sure they actually deliver results for the business. This isn't just about ticking boxes; it's about genuinely influencing our leadership culture and talent pipeline. You'll sit squarely within the Learning & Development team, but your work will touch every corner of the business, from the C-suite to our high-potential new managers. You're translating our business goals into tangible development plans that help our people—and by extension, our company—succeed. When this role is done well, we'll see a clear, measurable improvement in leadership effectiveness, retention of our top talent, and a stronger internal pipeline for critical roles. If it's not, we risk leaders feeling unsupported, a drop in engagement, and ultimately, losing good people because they don't see a path to growth here. The challenge is balancing the needs of individual leaders with the strategic priorities of the business, all while proving the value of 'soft skills' with hard data. The reward, though, is seeing our people truly thrive and knowing you've built something that genuinely helps them reach their full potential, which is pretty special. View
Level 3 Organisational Learning Specialist The Organisational Learning Specialist is all about making sure our colleagues have the skills they need to do their best work. You'll be the one building out specific learning programmes, like our new hire onboarding or a workshop on a particular sales technique, and then actually running them. Your main goal is to see people learn new things and then put those new skills into practice, which ultimately helps us hit our business goals. Day-to-day, you'll sit right in the middle of our L&D team, working closely with senior colleagues and directly with the teams you're building programmes for. You'll take a business problem – say, 'our new sales reps aren't closing deals fast enough' – and turn that into a practical learning solution. When you do this well, our teams feel more capable, they're more productive, and frankly, they're happier. If it's not done well, people get frustrated, they don't learn, and we end up wasting time and money. The tricky part? Getting people to actually engage with learning when they're already swamped with their 'real' jobs. The reward, though, is seeing a lightbulb go on for someone, or watching a team suddenly click because of something you taught them. That's pretty cool, honestly. View
Level 3 Organisational Performance Analyst The Organisational Performance Analyst is here to independently deliver solid impact analyses for our individual learning programmes, which directly helps us prove the value of L&D to the wider business. You'll sit right between our L&D team and the raw data, translating learning activities into clear, quantifiable business outcomes that our L&D Programme Managers and HR Business Partners use to make better decisions about where we spend our time and money. When you do this job well, we'll know exactly which programmes are working, which need tweaking, and which we should probably stop doing altogether. This means more effective training and a better-skilled workforce. If it's not done well, we risk throwing money at programmes that don't move the needle, and L&D struggles to get the budget it needs. The tricky part is often getting clean data and isolating the impact of learning from everything else going on in the business. The reward, though, is seeing your analysis directly influence how we develop our people and knowing you've helped make a real difference to the company's success. View
Level 4 Senior Coaching and Mentoring Coordinator The Senior Coaching and Mentoring Coordinator is here to make sure our coaching and mentoring programmes don't just exist, but actually thrive and deliver real impact. You'll own entire workstreams, taking a programme from a good idea to a fully functioning, highly effective development tool. This means you're not just scheduling sessions; you're designing the participant journey, figuring out the best coach pairings, and then proving that it all works. Day-to-day, you'll be the bridge between our internal talent, external coaches, and the wider L&D team. You'll translate high-level development goals into practical programme elements, ensuring our leaders get the bespoke support they need. When you do this well, we see tangible improvements in leadership capability, better employee engagement, and frankly, a much stronger talent pipeline. If you don't, well, programmes can flounder, people feel unsupported, and we miss out on developing our future leaders. It's a big deal. The tricky part is often proving the 'soft' impact with hard data and navigating the inevitable organisational politics. But the reward? Seeing someone's career trajectory fundamentally shift because of a programme you helped build and run. That's pretty satisfying, honestly. View
Level 3 Senior Global Learning Administrator As a Senior Global Learning Administrator, you'll own the smooth running of our core learning platforms, primarily the LMS and LXP. Day-to-day, that means troubleshooting complex issues, making sure new courses launch without a hitch, and generally keeping the lights on for our global learning initiatives. You're not just executing tasks; you're looking for ways to make things better, faster, and more reliable. This role sits right at the heart of our L&D function, bridging the gap between learning content creators, our learners, and the underlying technology. You'll translate business needs into system configurations and make sure our systems support our learning strategy. When you do your job well, our 50,000+ employees get the right training at the right time, without any tech headaches. If things go wrong, well, that's when you get hundreds of support tickets and a lot of frustrated people. Honestly, the challenge is dealing with messy data and sometimes vague requirements, all while keeping a global system operational. The reward, though, is seeing your improvements make a real difference to how people learn and grow across the company, knowing you've built a robust system that truly supports our people. View
Level 5 Senior Health and Safety Training Specialist The Senior Health and Safety Training Specialist is here to make sure our workforce understands and applies critical safety procedures, especially for high-risk tasks. Frankly, your main job is to stop people getting hurt by making sure they know exactly what they're doing and why it matters. You'll be designing and delivering complex, often bespoke, training programmes that go way beyond the basics, translating tricky regulations into practical, memorable lessons. This role sits right at the heart of our operations and our Learning & Development team. You'll be the bridge between what the regulations say, what our incident reports tell us, and what our people actually need to learn to stay safe. When you do this well, we see fewer incidents, better audit results, and a workforce that genuinely feels safer and more competent. Get it wrong, and frankly, people could get seriously injured, or we could face hefty fines. The tricky part is making dry, legalistic content engaging and ensuring it sticks, even with seasoned veterans who think they've 'seen it all'. The reward, though, is seeing a tangible drop in incident rates, knowing you've genuinely made a difference to someone's working day, and helping junior trainers grow their skills. View