Senior Learning and Development Manager
UK-Remote
*This position is fully remote/home based. Applications will be accepted from candidates based in the UK and the following US states: FL, IL, MA, MD, NY, PA, TX, VA., Some flexibility to work across time zonesFull-TimeSenior
Salary130,000 - 140,000 USD per year
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Job Details
- Experience
- At least 3 to 5 years of leading in a similar role in industry
- Required Skills
- Project ManagementAnalytical SkillsProblem SolvingMentoringCoachingInterpersonal skillsBudgetingStakeholder management
Requirements
- At least 3 to 5 years of leading in a similar role in industry
- Coaching and mentoring senior leaders (up to C suite)
- Learning and development methods for example Online training, e-learning and blended methods
- Training needs analysis aligned to business needs
- Program design, delivery, impact analysis and evaluation
- Budgeting and vendor management
- Learning Management System platform usage
- Strong communication, presentation, and interpersonal skills
- Stakeholder management and the ability to influence leaders and managers
- Project management, organization, and follow-through
- Analytical and data literacy skills to assess learning effectiveness
- Leadership, coaching, and problem-solving skills
- A degree in HR, business, psychology, education, or a related field
- Professional L&D credentials for example Certified Professional in Talent Development (CPTD) or Certified Professional in Training Management (CPTM) or Certified Professional in Learning and Performance (CPLP) Chartered Institute of Personnel and Development (CIPD) Level 5 and above in Learning and Development or Institute of Management (ILM) or similar L&D qualifications
- An advanced coaching qualification - preferred
Responsibilities
- Design a structured manager curriculum (e.g. ‘New Manager Essentials’, ‘Leading Through Change’, ‘Coaching and Feedback’, ‘Performance and Difficult Conversations’).
- Implement blended learning (workshops, e‑learning, peer learning, coaching) tailored to different levels of managers.
- Identify leadership competencies aligned to PLOS’ strategy and values, and design development pathways for emerging, mid‑level, and senior leaders.
- Conduct training needs analysis across functions to prioritize capability gaps with the highest business impact.
- Develop an annual manager and leadership development plan with clear objectives, measures, and budget.
- Manage a centralized learning and development budget.
- Establish evaluation methods (surveys, behavior change, performance metrics) to track results and continuously improve programs.
- Promote a culture where managers role model learning, share best practice, and support development in their teams.
- Curate cost-effective learning resources (playlists, toolkits, internal facilitators, and selected external providers).
- Partner with People Business Partners to integrate learning into performance management and talent processes.
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