We are looking for a Learning & Development Business Partner to design, deliver, and continuously improve learning programmes that build capability across the organisation and support improved performance and productivity. Reporting to the Chief People Officer, this role plays a key part in supporting leadership development, strengthening sales and commercial capability, and enabling organisational change in a fast-paced, multi-location environment.
You will work closely with business leaders and the People team to translate capability needs into practical, scalable learning solutions. A key focus is embedding a high-performance, deliberately developmental culture and supporting the adoption of an AI-enabled learning approach to improve speed, accessibility, and quality of learning across the organisation. Success in this role is measured through improved capability, stronger leadership effectiveness, increased learning engagement, and better internal mobility and time-to-productivity.
- Proven experience leading learningroadmaps, leadership and organisational development at scale
- Strong commercial mindset with experience in sales capability, commercial training and performance improvement
- Experience supporting M&A integration, transformation or organisational change
- Ability to analyse learning data and report on ROI,programmeeffectiveness and business impact
- Experience curating and delivering learning content with strong facilitation, coaching and presentation skills
- Experience building scalable, modern learning systems and leveraging AI-enabled tools
- Experience in loyalty, fintech, technology or other high-growth sectors is beneficial but not essential
- Familiarity with tools such as Juno andHiBobis anadvantage
Commercial capability & organisational development Support and deliver the learning agenda across the organisation, ensuring capability building is directly linked to commercial performance.
This includes designing and delivering enterprise-wide programmes across:
- Sales capability and commercial effectiveness
- Leadership and management development
- Technical and functional skills development
- Post-merger and acquisition (M&A) integration and cultural alignment
- Organisational change and transformation initiatives
You will lead the development of an annual learning roadmap and curated content aligned to business priorities, ensuring learning investment delivers measurable impact across the following four key pillars;
- Leadership, sales & management development
Design and embed leadership and management development programmes that build high-performing people leaders across the organisation, with capability spanning people leadership, commercial performance, sales productivity and operational execution. This includes strengthening succession pipelines for critical leadership and commercial roles, ensuring internal readiness for future growth and transformation.
2.Performance, development & internal mobility
Shapes how performance, development and progression are embedded across the organisation, including support for performance review cycles, goal setting and development planning. Employees are enabled with clear pathways for growth across both commercial and non-commercial roles, supported by strengthened competency frameworks and career pathways that improve internal mobility, progression speed and time-to-productivity for new hires and internal moves.
3.Learning operations, systems & M&A integration enablement
Oversight of learning infrastructure, including systems, budgets, external providers and reporting, ensuring learning data is robust, insight-led and clearly connected to business performance. A key focus is enabling new hire orientation and post-M&A integration and ensuring fast alignment of culture, capability and ways of working across acquired businesses through structured learning interventions.
4.Culture, stakeholder partnership & organisational development
Close partnership with People, Talent, managers and leadership teams to ensure learning is aligned with workforce planning, growth strategy and commercial priorities. You will champion and embed a Deliberately Developmental Organisation (DDO) culture, where continuous learning, feedback and performance improvement are part of everyday work and directly linked to business outcomes. You will support organisational change, DEI and culture transformation initiatives through targeted learning interventions that accelerate adoption and performance.
What success looks like Success in this role is demonstrated through measurable improvements in both commercial and people outcomes, including:
- Talent efficiency (internal fill, time-to-productivity, external hiring reduction)
- Leadership effectiveness (manager capability + engagement + attrition)
- Learning adoption (AI/Juno + engagement)
- Contribution to commercial performance (Revenue, GP, EBIT per FTE)
- Sustained Great Place to Work recognition for Development, with year-on-year improvement
- Annual Leave: 25 days + bank holidays
- Ability to buy and sell holiday days as well as the ability to bank days (tenure dependant)
- Flexible working options: we are operating a hybrid working model with 3 days a week from the office
- Pension: Hargreaves Lansdown – 6% matched contribution
- Employee share scheme
- Generous family friendly cover
- Private healthcare -Bupa
- Income protection
- Critical illness cover
- Life insurance cover
- Dental cover
- Optical cover
- Yulifeapp for access to employee wellbeing and discounts
- Perks at Work, cashback/discount shopping site
- Employee referral scheme
- Salary sacrifice program which includes cycle to work scheme, electric car scheme and season ticket loans
- Company events i.e. Christmas party, all-company event and other social/hosted events during the year (we have an active social committee!)
- Team socials
