Deadline for applications is 12/2/25. Interviews will be held during the week of 24/2/25.
Q5 is an international award-winning consulting firm that helps organisations be the best they can be. Q5 are trusted advisors to the world's most high performing organisations. They help to nurture good "organisational health" so that high performing organisations can remain at the top of their game, and those who are struggling can take action and improve.
We have a strong commitment to develop all our employees. To this end, aside from the diversity of work afforded by our global offices and our broad range of sectors expertise (Financial Services, Infrastructure, Public Sector, Media and Technology and Retail), we invest heavily in our people to ensure they enjoy a continuous learning environment. There is an in-house training program to upskill all Q5ers across our disciplines and areas of expertise, which is supported by broader training such as mental health training, and a budget to encourage Q5ers to gain relevant further qualifications.
The Learning & Development (L&D) lead will play a key role in driving the development strategy for the organisation. This includes annual L&D planning, the design and delivery of training programs, stakeholder management, and supporting the continuous evolution of our learning offerings. The ideal candidate will work closely with global offices, business leaders, and various partners to ensure that our learning and development initiatives are aligned with business priorities and support individual and organisational growth.
Key Responsibilities
L&D Annual Planning and Budgeting
Collaborate with global offices to identify development priorities and needs for the year ahead Partner with the UK Board to define any business-wide priorities, capability needs, and gaps Propose and manage the annual L&D budget, ensuring integration into the broader People Budget Continuous Improvement of Development Offer
Maintain ongoing engagement with employees to identify emerging development needs, based on community feedback and business trends Collaborate with the Board to assign a Business Sponsor to each approved initiative Define and evolve the overall L&D global offer, ensuring it remains relevant and effective Develop and maintain learning pathways, distinguishing between mandatory and optional learning Design the annual L&D schedule and program, aligning with business goals and employee development needs Design & Delivery of Training Programs
Oversee the design and delivery of a variety of learning initiatives, including but not limited to performance management, personal development, and onboarding programs (including c-me induction) Coordinate internal L&D sessions, ensuring they are aligned with organisational priorities Manage performance management processes and personal development initiatives Relationship Management
Build and maintain strong relationships with external partners such as TTA (training design, coordination & delivery), Mott MacDonald, Clear Review (performance management system), LinkedIn Learning, and BetterUp Coaching (coaching services) Engage with sector, offering, and community leads to understand and address specific training needs across the business Manage and track L&D requests from employees, ensuring timely and relevant responses Strategic People Initiatives
Formalise and implement the Development Calendar, including the Induction Plan, Annual Compulsory Training by Role, and key moments that matter Oversee the review of data & finance capabilities, as well as maintain a comprehensive skills inventory for the organisation Champion efforts to improve the feedback culture and drive performance management initiatives Manage the review and implementation of performance management systems and processes BAU
Supporting Performance Management Managing Personal Development needs Learning & Development Induction Schedule & coordinate internal L&D sessions Manage and engage our relationships with our suppliers Engage with Sector / Offering / Community Leads on specific asks/ needs across the business Manage L&D plan and continuously monitor and adapt where required Ensure the delivery of training including the appropriate resourcing for training Execute comms & engagement for L&D sessions Coordinate & manage L&D requests from Q5 employees Define the Competency Framework for Enabling Functions NB This role requires at least 3 days a week from our London office, with flexibility to adjust depending on needs. Requirements
Demonstrable background in L&D with experience of working in a matrix organisation with a range of stakeholders, both internal and external. With a passion in learning and development and a desire to create a best in class "Academy" to ensure that Q5ers receive the development that they need Demonstrable ability to build strong relationships with both internal (Q5ers) and external (development providers) stakeholders Confident communicator with good interpersonal and influencing skills and friendly, enthusiastic manner Strong business writing and communication skills Independent and proactive worker, must be a forward thinker / planner with the ability to work autonomously, a self-starter, self-disciplined Strong and engaging presentation skills and happy to facilitate development sessions where appropriate Excellent critical thinking skills and attention to detail High level of technical/database skills including Microsoft Word, Excel, PowerPoint, Microsoft Office including SharePoint and Teams Ability to work flexibly under pressure with a proven track record to deliver against simultaneous objectives, combined with an ability to multitask with multiple complex issues Have high emotional intelligence Benefits
N/A
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L&D Annual Planning and Budgeting
Collaborate with global offices to identify development priorities and needs for the year ahead Partner with the UK Board to define any business-wide priorities, capability needs, and gaps Propose and manage the annual L&D budget, ensuring integration into the broader People Budget Continuous Improvement of Development Offer
Maintain ongoing engagement with employees to identify emerging development needs, based on community feedback and business trends Collaborate with the Board to assign a Business Sponsor to each approved initiative Define and evolve the overall L&D global offer, ensuring it remains relevant and effective Develop and maintain learning pathways, distinguishing between mandatory and optional learning Design the annual L&D schedule and program, aligning with business goals and employee development needs Design & Delivery of Training Programs
Oversee the design and delivery of a variety of learning initiatives, including but not limited to performance management, personal development, and onboarding programs (including c-me induction) Coordinate internal L&D sessions, ensuring they are aligned with organisational priorities Manage performance management processes and personal development initiatives Relationship Management
Build and maintain strong relationships with external partners such as TTA (training design, coordination & delivery), Mott MacDonald, Clear Review (performance management system), LinkedIn Learning, and BetterUp Coaching (coaching services) Engage with sector, offering, and community leads to understand and address specific training needs across the business Manage and track L&D requests from employees, ensuring timely and relevant responses Strategic People Initiatives
Formalise and implement the Development Calendar, including the Induction Plan, Annual Compulsory Training by Role, and key moments that matter Oversee the review of data & finance capabilities, as well as maintain a comprehensive skills inventory for the organisation Champion efforts to improve the feedback culture and drive performance management initiatives Manage the review and implementation of performance management systems and processes BAU
Supporting Performance Management Managing Personal Development needs Learning & Development Induction Schedule & coordinate internal L&D sessions Manage and engage our relationships with our suppliers Engage with Sector / Offering / Community Leads on specific asks/ needs across the business Manage L&D plan and continuously monitor and adapt where required Ensure the delivery of training including the appropriate resourcing for training Execute comms & engagement for L&D sessions Coordinate & manage L&D requests from Q5 employees Define the Competency Framework for Enabling Functions NB This role requires at least 3 days a week from our London office, with flexibility to adjust depending on needs. Requirements
Demonstrable background in L&D with experience of working in a matrix organisation with a range of stakeholders, both internal and external. With a passion in learning and development and a desire to create a best in class "Academy" to ensure that Q5ers receive the development that they need Demonstrable ability to build strong relationships with both internal (Q5ers) and external (development providers) stakeholders Confident communicator with good interpersonal and influencing skills and friendly, enthusiastic manner Strong business writing and communication skills Independent and proactive worker, must be a forward thinker / planner with the ability to work autonomously, a self-starter, self-disciplined Strong and engaging presentation skills and happy to facilitate development sessions where appropriate Excellent critical thinking skills and attention to detail High level of technical/database skills including Microsoft Word, Excel, PowerPoint, Microsoft Office including SharePoint and Teams Ability to work flexibly under pressure with a proven track record to deliver against simultaneous objectives, combined with an ability to multitask with multiple complex issues Have high emotional intelligence Benefits
N/A
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