Learning & Development Lead - Maternity Cover
2 days ago Be among the first 25 applicants 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. They are trusted advisors to the world's most high performing organisations, nurturing 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, we invest heavily in our people to ensure they enjoy a continuous learning environment. 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. 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 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. Collaborate with the Board to assign a Business Sponsor to each approved initiative. Define and evolve the overall L&D global offer. Develop and maintain learning pathways, distinguishing between mandatory and optional learning. Design the annual L&D schedule and program.
Design & Delivery of Training Programs
Oversee the design and delivery of various learning initiatives. Coordinate internal L&D sessions, ensuring alignment with organisational priorities. Manage performance management processes and personal development initiatives.
Relationship Management
Build and maintain strong relationships with external partners. Engage with sector, offering, and community leads to address specific training needs. Manage and track L&D requests from employees.
Strategic People Initiatives
Formalise and implement the Development Calendar. Oversee the review of data & finance capabilities. Champion efforts to improve the feedback culture. Manage the review and implementation of performance management systems.
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. Manage L&D plan and continuously monitor and adapt. Ensure the delivery of training including appropriate resourcing. Execute communications & engagement for L&D sessions. Coordinate & manage L&D requests from Q5 employees. Define the Competency Framework for Enabling Functions.
Requirements Demonstrable background in L&D with experience in a matrix organisation. Ability to build strong relationships with stakeholders. Confident communicator with good interpersonal skills. Strong business writing and communication skills. Independent and proactive worker. Strong and engaging presentation skills. Excellent critical thinking skills and attention to detail. High level of technical/database skills including Microsoft Office. Ability to work flexibly under pressure. High emotional intelligence. Benefits N/A Seniority level:
Mid-Senior level Employment type:
Temporary Job function:
Human Resources Industries:
IT Services and IT Consulting
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2 days ago Be among the first 25 applicants 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. They are trusted advisors to the world's most high performing organisations, nurturing 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, we invest heavily in our people to ensure they enjoy a continuous learning environment. 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. 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 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. Collaborate with the Board to assign a Business Sponsor to each approved initiative. Define and evolve the overall L&D global offer. Develop and maintain learning pathways, distinguishing between mandatory and optional learning. Design the annual L&D schedule and program.
Design & Delivery of Training Programs
Oversee the design and delivery of various learning initiatives. Coordinate internal L&D sessions, ensuring alignment with organisational priorities. Manage performance management processes and personal development initiatives.
Relationship Management
Build and maintain strong relationships with external partners. Engage with sector, offering, and community leads to address specific training needs. Manage and track L&D requests from employees.
Strategic People Initiatives
Formalise and implement the Development Calendar. Oversee the review of data & finance capabilities. Champion efforts to improve the feedback culture. Manage the review and implementation of performance management systems.
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. Manage L&D plan and continuously monitor and adapt. Ensure the delivery of training including appropriate resourcing. Execute communications & engagement for L&D sessions. Coordinate & manage L&D requests from Q5 employees. Define the Competency Framework for Enabling Functions.
Requirements Demonstrable background in L&D with experience in a matrix organisation. Ability to build strong relationships with stakeholders. Confident communicator with good interpersonal skills. Strong business writing and communication skills. Independent and proactive worker. Strong and engaging presentation skills. Excellent critical thinking skills and attention to detail. High level of technical/database skills including Microsoft Office. Ability to work flexibly under pressure. High emotional intelligence. Benefits N/A Seniority level:
Mid-Senior level Employment type:
Temporary Job function:
Human Resources Industries:
IT Services and IT Consulting
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