Learning and Development

• Design and deliver structured development programmes for priority leadership and revenue generating roles within Retail
• Strengthen commercial and sales excellence capability through practical, performance-focused interventions
• Embed consistent leadership standards across the Retail branch network
• Identify and address critical skills gaps aligned to Retail strategy and growth priorities
• Partner with HR and Retail leaders to strengthen succession readiness for pivotal roles
• Design targeted development solutions to accelerate high-potential and critical talent populations
• Provide insight from development activity to inform talent calibration and pipeline conversations
• Create high-quality, scalable development solutions (workshops, blended pathways, coaching frameworks and practical toolkits)
• Facilitate engaging and credible sessions for all audiences
• Adapt delivery approaches to suit different audiences and business needs
• Evaluate programme effectiveness and continuously refine based on feedback and performance insight
• Ensure development initiatives align to wider Talent Development frameworks and standards
• Partner with HRBPs and senior stakeholders to proactively identify emerging capability needs
• Define success measures for development initiatives and assess impact on performance, engagement and pipeline strength
• Use data and insight to refine capability approaches and strengthen return on investment
• Maintain awareness of emerging development practices to enhance Retail offerings

Talent Development Business Partner

• The L&D Coordinator is a learning operations role responsible for the coordination, administration, and day-to-day oversight of L&D Programmes across the organisation.
• The role ensures learning activity is planned, communicated, delivered, and tracked consistently, and that stakeholders have clear visibility through reliable reporting.
• The Coordinator will build expertise in and will support the effective use and administration of all Lumanity L&D systems, including Betterworks, Fuse, Accredible, Easy Generator and Go1.
• Coordinate end-to-end delivery of L&D programs across the organisation, including scheduling, logistics, enrolment, facilitator and learner communications.
• Maintain accurate participation and completion records and provide regular visibility to stakeholders on progress and outcomes of such training programs.
• Maintain organisation-wide learning calendar and support planning across time zones and functions.
• Support continuous improvement by capturing feedback, analysing themes and helping implement updates to program delivery and tracking.
• Act as central point of contact for L&D queries, ensuring timely support and clear guidance for employees and managers.
• Maintain organisation-wide Compliance training calendar, working with Function Leads (Compliance, Legal, IT, People etc.) to define and implement global training schedule.
• Manage the organisation-wide Global Onboarding sessions, including diarising for new starters, scheduling presenters, and maintaining content.
• Coordinate and continuously improve templates for structured onboarding pathways, including 90-day and 180-day programs (e.g. core learning, commercial learning plans, cross-functional learning etc.).
• Partner with HR Business Partners, hiring managers and functional leads to ensure onboarding content remains current, relevant and aligned to role expectations.
• Track onboarding completion and engagement, escalating risks (e.g. overdue learning) and recommending improvements to strengthen consistency and learning experience.
• Provide day-to-day coordination and administration of key L&D systems, including Betterworks, Compass and Go1 by building a deep expertise in these systems.
• Support user access, course enrolment/assignments (where applicable), learning pathways and troubleshooting.
• Maintain systems and reporting data quality to ensure learning activity is accurately recorded and measurable.
• Vendor Coordination
• Continuous Improvement Support and partnerships across the business.

Learning and Development Coordinator

• Educate and upskill operational colleagues through training, coaching and knowledge transfer initiatives.
• Development of training programmes, workshops and other initiatives.
• Monitoring the effectiveness of training programmes.
• Identification of industry trends and developments.
• Execution of training needs assessments.
• Participate in projects and initiatives to improve operational efficiency.

Learning and Development Team Manager – Wholesale Lending

• Work closely with colleagues across the network
• Help deliver engaging training sessions
• Share best practice
• Support new starters in building the skills and confidence needed to succeed in the role

Learning & Development Consultant

• Design and deliver engaging training – from face-to-face sessions to virtual and e-learning content
• Shape the future of professional development across our Health & Care division
• Build strong relationships with internal teams and external partners
• Ensure compliance and champion best practice
• Travel across locations to meet training needs and make a real impact

Health & Care Learning & Development Partner

• Own the design and delivery of OAG’s L&D portfolio, from onboarding and early career programmes through to management development and advanced skills pathways.
• Lead commercial capability development for OAG’s sales and commercial teams, designing learning that builds core skills in consultative selling, negotiation, account management, and commercial storytelling.
• Apply instructional design principles to create blended learning experiences that are practical, engaging, and built around real performance challenges.
• Facilitate programmes in person across our UK offices and virtually for our global teams, adapting your approach for different audiences, functions, and experience levels.
• Build and maintain structured onboarding journeys that set every new OAG employee up for success from day one, regardless of which function they join.
• Use performance data, pipeline analytics, and conversation intelligence to diagnose capability gaps and ensure learning investment targets the areas of greatest impact.
• Champion a coaching culture across OAG, equipping managers with practical tools and frameworks to develop their people through everyday conversations.
• Leverage AI tools to design, personalise, and scale learning content more effectively, staying ahead of how technology is reshaping the way people learn and develop at work.

Learning and Development Specialist

• Coordinate end-to-end scheduling of training sessions
• Set up and manage online training events on appropriate platforms
• Manage training calendars and resource allocation
• Resolve scheduling conflicts proactively
• Maintain trainer availability records
• Monitor utilisation and capacity
• Build strong trainer relationships
• Collect and manage client feedback
• Monitor satisfaction scores
• Drive service improvements
• Maintain accurate records in systems
• Produce reports
• Improve processes
• Support invoicing preparation
• Ensure data accuracy for billing
• Resolve discrepancies
• Coordinate content updates in consultation with delivery team
• Track project timelines
• Manage version control

Training Coordinator

• Own and operate the Acturis Small Change governance framework, ensuring all small change activity is identified, assessed, prioritised, approved, and delivered in a controlled, auditable manner.
• Lead the operational management of the Acturis Small Change Board, ensuring it functions as a proportionate, decision‑making forum with clear agendas, high‑quality information, and timely outcomes.
• Control and prioritise demand, applying consistent criteria to ensure regulatory, financial, data‑risk, and customer‑impacting changes take precedence over discretionary or preference‑driven requests.
• Provide clear challenge and decision support, ensuring each change is assessed for risk, benefit, operational impact, testing requirements, and alignment with wider Retail and Technology strategy.
• Safeguard regulatory compliance, financial controls, and data integrity by ensuring changes do not introduce misuse, workaround behaviour, or unintended exposure.
• Define proportionate testing and release requirements, ensuring changes are appropriately validated, documented, and communicated before production deployment.
• Maintain full transparency of small change activity, including demand, backlog, throughput, capacity, and realised benefits, to support assurance, audit, and planning.
• Act as the primary operational interface with Acturis for small change, managing scope, cost, feasibility, and delivery expectations, and escalating development or project‑level change where appropriate.
• Guide the business on appropriate use of system change, distinguishing between issues best solved through configuration, process, training, or policy.

Change Analyst

• Shape and support operational learning across resorts
• Coordinate training across multiple departments
• Ensure training is operationally fit and aligned
• Spend time out on resort, supporting onboarding and identifying development opportunities
• Help embed learning into everyday practice
• Contribute to ongoing learning pathways
• Support facilitation of training sessions and continuous improvement of learning materials

L&D Training Partner

• Maintaining systems, processes and procedures relating to leadership learning interventions
• Supporting the administration and coordination of leadership programmes, workshops and development activity
• Preparing meeting agendas, actions and minutes
• Monitoring leadership and talent inboxes and responding to correspondence as appropriate
• Preparing responses to internal and external enquiries
• Supporting management information, tracking and reporting activity
• Liaising with Demand and Planning teams regarding leadership learning activity
• Supporting preparation for leadership workshops and delivery events
• Maintaining accurate records relating to leadership courses and interventions
• Monitoring credits and coordinating College of Policing 360 reports and Insights activity
• Arranging learner dates and sharing relevant information and resources
• Maintaining SharePoint and shared drive document management, version control and accessibility
• Upholding data protection principles and ensuring information accuracy and relevance
• Planning and prioritising workload effectively to support team delivery

Business Support Officer – Leadership and Professional Development

• Build relationships with internal stakeholders to drive performance and growth through talent initiatives
• Actively contribute to the planning and execution of key talent programmes
• Develop and implement strategies that foster employee retention
• Develop and manage performance reviews, 360 feedback, goal setting and Performance Improvement Plans (PIPs) via Workday
• Design, develop and deliver a strong onboarding experience for new talent, newly acquired businesses and new senior leaders
• Create a succession planning framework and support the HR Business Partners with the communication across the ecosystem
• Strategically deploy an employee listening strategy, alongside the annual Global Employee Engagement survey.

Talent Development Manager

• Translate business priorities into actionable learning roadmaps.
• Partner with People Leads and Global Talent teams to design high-impact leadership programs.
• Lead end-to-end delivery of leadership development initiatives across Europe.
• Manage logistics, engage facilitators, and ensure exceptional learner experiences.
• Apply clear metrics to evaluate program effectiveness and demonstrate ROI.
• Build strong partnerships and influence cross-functional teams.
• Create compelling communication plans for leadership development initiatives.
• Continuously monitor and integrate external best practices.

Learning & Development Lead

• Define and execute a unified talent strategy in line with the company’s vision and values
• Ensure the organization has the right people, with the right skills, to meet long-term business goals
• Overseeing the successful implementation of people strategies

Head of Talent Development

• Deliver impactful technical training that supports system onboarding, strengthens digital confidence, and keeps learning fresh and effective
• Collaborate closely with the Technical L&D Partner and operational teams
• Identify skills gaps and turn them into clear, engaging development pathways
• Organize and manage training content to keep it current and accessible
• Collaborate cross‑functionally to support system rollouts and transformation initiatives through effective training

Learning & Development – Technical Trainer

• Support the design and delivery of change plans, journeys, and engagement activities relative to Copilot adoption
• Deliver change campaigns and experiences to support the adoption and embedding of initiatives delivered by wider teams (e.g. Group IT / OT)
• Contribute to the successful rollout of change at a project level, ensuring alignment with wider programme objectives
• Analyse stakeholder groups to identify impacts, risks, and adoption challenges
• Assist in the creation of communication materials, training content, and engagement collateral
• Track and report on change metrics such as readiness, engagement, and adoption
• Maintain change documentation, tools, and templates in line with agreed frameworks
• Apply recognised change management approaches, with a preference for certified practitioners (e.g. Prosci, CCMP)

Digital Change Analyst – Copilot Adoption

• Accountable for defining and delivering a commercially relevant, scalable training strategy across Consumer Distribution, with a strong focus on OEM partners, dealer and franchise networks.
• Ensure that customer facing teams have the capability, confidence and technical competence required to support growth, retention, regulatory compliance and customer outcomes across the transport ecosystem.
• Lead the end to end training lifecycle — from needs analysis and curriculum design through to delivery, accreditation, performance uplift and return on investment measurement — working closely with Dealer & OEM partners, Distribution teams, Product, Risk, Compliance and Operations.
• Identify capability gaps across OEMs, dealer networks and internal distribution teams, designing and delivering impactful learning solutions aligned to commercial priorities, partner needs and customer journeys.
• Monitor effectiveness through MI, feedback and performance outcomes, continuously refine content and delivery to maximise impact.

Senior Manager, Intermediary Learning & Development – Transport

• Working collaboratively with other Learning Coordinators to ensure consistency, best practice and shared capability across the Group.
• Supporting the delivery of a structured, engaging and effective onboarding journey for new starters.
• Observing live calls as part of agreed plans to identify training needs and support performance improvement.
• Mentoring new starters to support their transition, maintaining up-to-date knowledge of call handling procedures and periodically handling live calls where required.
• Supporting training identified through Training Needs Analysis (TNA), including leadership and externally delivered training.
• Contributing to the implementation, maintenance and continuous improvement of the Learning Management System (LMS).
• Ensuring learning content is current, relevant, embedded in the business and aligned to organisational needs.
• Working with L&D Leads and business leaders to prioritise learning activity and deliver against agreed plans.
• Supporting the design and delivery of development programmes, including leadership development initiatives.
• Using LMS data to provide insights, track engagement and support evidence-based learning decisions.
• Promoting a “One Team” approach by building knowledge across Group functions and sharing best practice.

L&D Trainer, Telecare Trained

• - **The Onboarding Machine:** Own the Mojo DNA induction and flagship full-week programmes to shorten time to competency for new starters.
• - **The ME Academy:** Champion the Academy to guide apprentices through qualifications while providing advanced coaching to our established Experts to maintain Elite status.
• - **Strategic Partnerships:** Act as a vital bridge between Mojo and our growth partners, ensuring development sessions deliver maximum value with minimum time away from North Star work.
• - **AI Innovation:** Define how AI tools and automation impact roles across the business, facilitating training to foster a culture where employees use emerging tech effectively.

Learning and Development Business Partner – CeMAP Qualified

• Act as the lead education partner for priority EMEA markets
• Conduct targeted needs analyses to identify gaps in product knowledge, clinical understanding, and sales execution
• Build structured, market-specific capability plans aligned to country strategy and performance goals
• Partner with country leaders to assess performance and identify capability gaps
• Deliver impactful in-field coaching to strengthen key selling skills
• Provide clear, actionable feedback to drive consistent commercial execution
• Collaborate cross-functionally to design and deliver high-impact training programs
• Lead onboarding for new hires
• Drive EMEA product launch readiness through comprehensive training programs
• Enable adoption and effective use of commercial tools such as Salesforce Summit, Power BI, and LMS platforms
• Utilise CRM and analytics to identify trends in pipeline health, forecasting accuracy, and conversion rates

Commercial Education/Training Manager, EMEA

• Accountable for setting and delivering the UK & Ireland Learning & Development strategy, aligned to Group priorities and future capability needs
• Lead the design, governance and delivery of impactful learning solutions across multiple formats
• Facilitate engaging workshops, programmes, virtual learning and blended learning interventions
• Oversee the full learning lifecycle, from needs analysis through to evaluation and continuous improvement
• Partner with senior leaders and business stakeholders to identify capability gaps and create measurable solutions
• Lead, coach and develop the L&D team, driving performance and professional growth
• Embed best-practice learning methodologies, standards and evaluation frameworks

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