Job Description
Robert Half has partnered with a fast-growing energy business. The organisation has scaled rapidly in both headcount and profitability. The culture is young, dynamic and with a high-touch leadership style and genuine senior buy-in to HR and people development.
As part of continued growth, the business is investing in its people capability and is now hiring a Learning & Development Manager into a newly created, high-impact role.
Learning & Development Manager
Location: South West London
Working pattern: Hybrid (3 days per week in the office, flexible on days)
Salary: £60,000 – £75,000
The Role
This is a greenfield opportunity to build and embed Learning & Development from the ground up. While the HR function is well established, L&D is the clear gap, and this role represents a significant investment in developing capability across the organisation.
The Learning & Development Manager will be highly visible, working closely with senior leaders and Heads of Department, and will be responsible for both designing and personally delivering learning initiatives. This is a hands-on role for someone who enjoys creating practical, engaging learning solutions rather than inheriting or outsourcing an existing framework.
Key Responsibilities
* Act as a trusted learning partner to senior leaders and Heads of Department
* Identify organisational, team and individual capability gaps
* Design and personally deliver engaging soft-skills and management development programmes
* Coordinate technical and role-specific training in partnership with internal subject-matter experts
* Identify and embed cross-skilling opportunities across teams
* Build and implement succession planning frameworks
* Develop learning pathways for early-career and graduate populations
* Support and upskill internal trainers and facilitators
* Create, track and report on company-wide L&D objectives and outcomes
* Measure the effectiveness of learning interventions and continuously refine the approach
* Champion modern, blended and creative learning methodologies
* Work closely with HR to ensure L&D aligns with the wider people and talent strategy
Key Challenges
* Creating an L&D offering from the ground up
* Engaging a young, fast-paced audience and avoiding “tick-box” training
* Balancing creativity with commercial relevance
* Embedding a culture of continuous learning across the organisation
Candidate Profile
Must-haves
* Proven experience in a Learning & Development role within a fast-paced or less structured environment
* Demonstrable experience designing and delivering training personally
* Strong facilitation and presentation skills, with the ability to engage and energise audiences
* Entrepreneurial and creative mindset, comfortable starting from a blank page
* Strong stakeholder management skills and the ability to influence at all levels
* Comfortable operating autonomously and taking full ownership
Nice to have
* Experience working closely with HR and talent teams
* Exposure to succession planning and talent frameworks
* Experience building L&D functions or programmes from scratch
Impact & Opportunity
* Rare opportunity to shape the entire L&D agenda for a growing business
* High visibility role with strong senior leadership support
* Ability to make immediate, tangible impact
* Long-term scope to evolve the role as the business continues to scale