Head of Talent, Learning & Development

We are seeking an experienced Head of Talent, Learning & Development (L&D) to build and embed a sustainable learning culture that drives organisational performance, strengthens leadership capability, and ensures future readiness. This role will lead the development of a strategic L&D framework, introduce succession planning and 360‑degree feedback, and ensure all development activity is aligned, measurable, and well‑governed.

Key Responsibilities

• Develop and deliver a future‑focused Talent, Learning & Development strategy aligned to the organisational Master Plan and long‑term capability needs.
• Translate corporate strategy into future skills, leadership, and capability roadmaps.
• Partner with senior stakeholders to anticipate future skills, roles, and leadership requirements, integrating labour market insights and emerging technologies.
• Lead the shift from traditional training delivery to strategic capability building and performance impact.
• Act as a trusted advisor to senior leaders on talent progression, coaching, and development.
• Establish and govern a succession planning framework, leadership pathways, and talent identification processes.

Experience Required

• Proven experience developing and delivering organisation‑wide L&D and talent strategies.
• Strong background in leadership development, succession planning, and capability frameworks.
• Experience designing and implementing 360‑degree feedback tools and processes.
• Demonstrated ability to use data and insight to assess skills gaps, learning impact, and ROI.
• Experience establishing L&D governance, quality standards, and vendor management.
• Strong stakeholder management skills with the ability to influence at senior leadership level.

Additional Accountabilities

360‑Degree Feedback & Capability Insight

• Introduce and govern a psychologically safe, ethical 360‑degree feedback framework.
• Embed feedback into coaching, leadership development, and talent reviews.
• Provide insight from feedback data to inform targeted development interventions.

L&D Governance & Standards

• Establish clear governance, decision rights, and prioritisation processes.
• Maintain quality standards for internal and external learning solutions.
• Own the learning calendar, vendor strategy, and L&D budget.
• Evaluate learning effectiveness using meaningful metrics such as behaviour change and business outcomes.
• Ensure compliance with regulatory, professional, and CAA requirements.

Talent, Capability & Workforce Development

• Build organisation‑wide capability frameworks aligned to current and future needs.
• Support workforce planning through skills identification and development pathways.
• Ensure learning approaches are inclusive, accessible, and aligned to DEI principles.

Data, Insight & Continuous Improvement

• Use data to assess skills gaps, learning impact, and succession readiness.
• Track and report on capability health and organisational development outcomes.
• Continuously improve L&D offerings based on feedback and strategic priorities.