Head of Learning and Development

Head of Learning & Development London Office (Hybrid) International Role c. £55,000 Base Health-Tech The Head of Learning & Development is a thought leader who will create an ecosystem of learning by leveraging multi-approach and multi-channel learning strategies to continue the organisations goal of building high performing teams, having every employee embrace a growth mindset. More about the role: Create and manage peer-led manager cohorts to support peer-to-peer learning and adoption of core management behaviors rooted in concepts such as Google’s Project Oxygen Create, implement, and manage a comprehensive vision for non-clinical learning and development that leverages live and asynchronous training including booster trainings and micro-learnings, development cohorts, peer-led learning, and a robust internal communications to supercharge our individual development and collective success Utilize evidence-based learning and development solutions to design and measure outcomes including improvements to performance, engagement, policy adherence, and desired behaviors (ex., adaptability and collaboration) Create and facilitate learning cohorts for future managers and early career professionals Create self-guided learning paths for employees to utilize and build skills (ex., improve Excel, time management, or communications skills) Create and maintain a compliance training plan that includes U.K. and U.S. requirements including state/local specific training requirements with communications and reporting schedules to ensure completion Partner with internal stakeholders including the Directors of Clinical Training to align training schedules and communications so that the learning and development expectations are manageable, understandable, and easy to navigate for employees and managers Partner with the Head of Talent Management to deliver on our vision for an integrated talent management strategy that accelerates development by connecting competency building throughout the employee lifecycle (i.e., candidate assessments, onboarding, development, performance management, and promotion) Based on the learning and development vision, create a plan to identify which aspects of the strategy will be operationalized with in-house training design, purchased content, or outside consultants to support program development or facilitation Create an instructional design template and socialize with key management teams, and department leaders to establish a standard for training quality Manage vendor relationships to ensure quality and values are upheld (ex., diversity in actors portrayed in async trainings, closed caption for neurodivergent employees, and multimodal learning)