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)
