Muve Healthcare is scaling care delivery across the UK. The Head of L&D owns the end-to-end learning strategy that keeps our services safe, compliant, confident, and consistently excellent—from onboarding and mandatory training to leadership development and specialist pathways.
This is a hands-on leadership role: you’ll set the strategy, build modern learning systems, and get training delivered in the real world (shift patterns, mixed digital confidence, multi-site pressure, urgent compliance needs). You’ll lead a team of 3 and work tightly with Operations, Quality, HR, and Registered Managers.
What success looks like (12 months)
* Services maintain strong training compliance and are inspection-ready as standard (not as a panic exercise).
* Onboarding is faster, consistent, and produces staff who are competent and retained.
* Clear capability frameworks exist for: Care Staff → Senior → Team Leader → Deputy → Registered Manager.
* Muve has a repeatable model for developing and promoting great leaders.
* Training is measured by impact (competence, incidents, retention), not just completion.
Key responsibilities
1) L&D strategy for residential care
* Create and deliver the L&D strategy aligned to Muve’s growth plans and quality standards.
* Build a structured learning ecosystem across: onboarding, mandatory training, role-based competence, leadership, specialist care pathways.
* Ensure learning supports safe, person-centred care and consistent practice across homes.
2) Training compliance and inspection readiness
* Own training compliance performance (mandatory/renewals/overdue actions) across all services.
* Ensure training records, evidence, and competence sign-off are audit-ready for internal governance and external scrutiny (e.g., CQC expectations).
* Develop a clear “training governance” process: reporting, escalation, corrective actions, and service support.
3) Onboarding & early competence
* Design and continuously improve a best-in-class onboarding journey:
* pre-start learning + induction
* shadowing and buddy frameworks
* competence checklists and sign-offs
* Reduce time-to-competence while improving retention and quality.
4) Leadership development for managers and seniors
* Build development programmes for:
* Senior Carers / Team Leaders
* Deputies
* Registered Managers (including new manager transitions)
* Embed practical management skills: supervision, performance, rota leadership, incident learning, culture, safeguarding, quality fundamentals.
5) Learning design & delivery (digital + in-person)
* Oversee content creation and delivery methods (blended learning that actually works in care settings).
* Maintain and optimise the LMS (or select and implement one if needed).
* Ensure training is accessible, inclusive, and suitable for varied learning needs and language levels.
6) Competency frameworks and specialist pathways
* Define role-specific competency frameworks with Operations/Quality (what “good” looks like in practice).
* Build specialist pathways aligned to your service mix (e.g., dementia, learning disabilities, complex needs, behaviours that challenge, medication competence).
* Ensure assessors and managers are equipped to sign off competence confidently.
7) Performance, reporting, and continuous improvement
* Track and report learning KPIs at exec and service level.
* Use data to identify risk, target interventions, and demonstrate impact.
* Run regular training audits and follow through on corrective actions.
8) Team leadership
* Lead, coach, and develop a team of 3—clear objectives, strong delivery rhythm, high standards.
* Build strong working relationships with Registered Managers: supportive, credible, and firm on standards.
Key stakeholders
* Director of Operations / People / Quality
* Registered Managers, Deputies, Seniors
* Compliance/Clinical Governance (as applicable)
* HR/Recruitment/Onboarding teams
* External providers and awarding bodies (where used)