Robert Half has partnered with a fast-growing energy business. The organisation has scaled rapidly in both headcount and profitability. The culture is young, dynamic and with a high-touch leadership style and genuine senior buy-in to HR and people development.
As part of continued growth, the business is investing in its people capability and is now hiring a Learning & Development Manager into a newly created, high-impact role.
Learning & Development Manager
Location: South West London
Working pattern: Hybrid (3 days per week in the office, flexible on days)
Salary: £60,000 – £75,000
The Role
This is a greenfield opportunity to build and embed Learning & Development from the ground up. While the HR function is well established, L&D is the clear gap, and this role represents a significant investment in developing capability across the organisation.
The Learning & Development Manager will be highly visible, working closely with senior leaders and Heads of Department, and will be responsible for both designing and personally delivering learning initiatives. This is a hands-on role for someone who enjoys creating practical, engaging learning solutions rather than inheriting or outsourcing an existing framework.
Key Responsibilities
- Act as a trusted learning partner to senior leaders and Heads of Department
- Identify organisational, team and individual capability gaps
- Design and personally deliver engaging soft-skills and management development programmes
- Coordinate technical and role-specific training in partnership with internal subject-matter experts
- Identify and embed cross-skilling opportunities across teams
- Build and implement succession planning frameworks
- Develop learning pathways for early-career and graduate populations
- Support and upskill internal trainers and facilitators
- Create, track and report on company-wide L&D objectives and outcomes
- Measure the effectiveness of learning interventions and continuously refine the approach
- Champion modern, blended and creative learning methodologies
- Work closely with HR to ensure L&D aligns with the wider people and talent strategy
Key Challenges
- Creating an L&D offering from the ground up
- Engaging a young, fast-paced audience and avoiding “tick-box” training
- Balancing creativity with commercial relevance
- Embedding a culture of continuous learning across the organisation
Candidate Profile
Must-haves
- Proven experience in a Learning & Development role within a fast-paced or less structured environment
- Demonstrable experience designing and delivering training personally
- Strong facilitation and presentation skills, with the ability to engage and energise audiences
- Entrepreneurial and creative mindset, comfortable starting from a blank page
- Strong stakeholder management skills and the ability to influence at all levels
- Comfortable operating autonomously and taking full ownership
Nice to have
- Experience working closely with HR and talent teams
- Exposure to succession planning and talent frameworks
- Experience building L&D functions or programmes from scratch
Impact & Opportunity
- Rare opportunity to shape the entire L&D agenda for a growing business
- High visibility role with strong senior leadership support
- Ability to make immediate, tangible impact
- Long-term scope to evolve the role as the business continues to scale
