Reporting to the Talent and Growth Director, this role will shape and deliver high-impact people strategies that grow our future leaders and position talent as a competitive differentiator. The key responsibility is the delivery of impactful learning outcomes, enabling the growth of both human and digital skills. Leading the global leadership and learning and development strategy, the role will proactively identify and develop the capabilities and skills needed to deliver our strategy and ambition. Leading a team of Leadership and L&D Specialists, you will build a best-in-class function renowned for 'building bright careers.'
We are looking for a visionary leader and collaborative team player who can drive real transformation in Leadership, Learning & Development.
What you'll be doing
1. Set and execute the strategic direction of the L&D strategy, developing and implementing a comprehensive, company-wide learning strategy that positions us as an organization known for 'enabling bright futures' and delivering exceptional client services.
2. Collaborate as a strategic partner with senior leaders to create innovative and impactful learning and leadership development programs that drive business impact.
3. Oversee the design, deployment, and delivery of engaging, effective, and accessible learning programs, ensuring alignment with global business strategy and operational transformation.
4. Assess capability shifts and reskill the organization at scale, supporting strategic workforce planning and future capability and skill demands.
5. Design multi-tiered development curricula to prepare the next generation of leaders, liaising closely with the Head of Talent Development for cohesive solutions.
6. Manage early careers development programs, supporting trainees and interns.
7. Build, develop, lead, and retain a high-performing, collaborative L&D team.
8. Build trusted relationships with stakeholders and cross-functional partners to ensure high relevance and uptake of learning programs.
9. Lead group L&D initiative planning, prioritization, and budgeting, delivering solutions through agile cycles, ensuring quality, relevance, and effectiveness.
10. Utilize various learning methods, including e-learning, instructor-led training, workshops, and hands-on sessions, leveraging advanced technologies like AI and analytics to enhance learning scalability and engagement.
11. Stay informed on L&D market trends and innovations, embedding best practices to keep the organization at the forefront of learning innovation.
12. Define L&D KPIs to align with business goals and ensure accountability.
13. Provide analytical insights into learning impacts and workforce trends to support executive decision-making.
14. Manage external vendors to deliver cost-effective, integrated, and best-in-class learning solutions.
15. Collaborate closely with the wider HR function and cross-functional teams.
Qualifications and experience:
1. 10+ years of proven experience in designing and implementing global learning strategies in complex, high-growth environments, with measurable results.
2. Expertise in talent and organizational development, leadership development, early years development, and employee engagement.
3. Experience in designing and executing executive development programs, coaching, and mentoring senior leaders in change environments.
4. Strategic thinking skills and experience in driving impact on talent development aligned with business goals.
5. Innovative mindset with the ability to provide creative solutions to challenges.
6. Confident, collaborative leadership style capable of building trust and leading change.
7. Proven people management skills, with experience building and retaining cross-jurisdictional teams.
8. Experience with learning management systems and modern learning platforms, preferably with Workday.
9. Strong analytical skills and data-driven solution development.
10. Excellent communication skills for influencing at senior and executive levels.
11. Experience in Financial Services, especially Asset Management, is preferred but not essential.
12. A relevant degree is preferred but not essential.
We will provide training and professional development opportunities. You should be quick to learn new systems, pragmatic, and excellent with people, as building strong relationships with colleagues and clients is central to our work.
#J-18808-Ljbffr