Senior Learning and Development Manager

Role Description

The L&D manager, in line with our new culture and future changes to our business, will build capability for our leaders to manage and lead in a changing environment, improve employee engagement, and create a culture of continuous learning across the business. They will be a key link between HR, business leaders, and employees to turn business needs into learning action.

By identifying skills gaps, designing learning interventions, and delivering or sourcing cost-effective training that supports business goals, the L&D manager will also work with managers and leaders to ensure learning is practical, relevant, and aligned to performance needs within budget.

As a senior member of the P&C leadership team, the role will champion business values and ensure continuous innovation and improvement in line with business priorities and regulatory compliance.

Responsibilities

• Manager capability development
  • Design a structured manager curriculum (e.g. ‘New Manager Essentials’, ‘Leading Through Change’, ‘Coaching and Feedback’, ‘Performance and Difficult Conversations’).
  • Implement blended learning (workshops, e‑learning, peer learning, coaching) tailored to different levels of managers.
  • Equip managers with people management skills shown to drive engagement, such as goal-setting, recognition, coaching, and communication.
• Change management support
  • Build manager skills to lead change locally: translating strategy, agile ways of working, addressing resistance, and sustaining new behaviors in their teams.
  • Integrate change leadership skills into the manager development pathway.
• Leadership development and pipeline
  • Identify leadership competencies aligned to PLOS’ strategy and values, and design development pathways for emerging, mid‑level, and senior leaders.
  • Implement development programs (e.g. high potential cohorts, stretch assignments, mentoring) to build a robust internal pipeline.
  • Support succession planning by aligning learning plans with critical roles and future organization design.
• Learning strategy and governance
  • Conduct training needs analysis across functions to prioritize capability gaps with the highest business impact.
  • Develop an annual manager and leadership development plan with clear objectives, measures, and budget.
  • Manage a centralized learning and development budget.
  • Establish evaluation methods (surveys, behavior change, performance metrics) to track results and continuously improve programs.
• Culture of continuous learning
  • Promote a culture where managers role model learning, share best practice, and support development in their teams.
  • Curate cost-effective learning resources (playlists, toolkits, internal facilitators, and selected external providers).
  • Partner with People Business Partners to integrate learning into performance management and talent processes.

Qualifications

• A degree in HR, business, psychology, education, or a related field.
• Professional L&D credentials, for example:
  • [US] Certified Professional in Talent Development (CPTD) or Certified Professional in Training Management (CPTM) or Certified Professional in Learning and Performance (CPLP).
  • [UK] Chartered Institute of Personnel and Development (CIPD) Level 5 and above in Learning and Development or Institute of Management (ILM) or similar L&D qualifications.
• An advanced coaching qualification - preferred.

Requirements

• At least 3 to 5 years of leading in a similar role in industry.
• Coaching and mentoring senior leaders (up to C suite).
• Learning and development methods, for example, online training, e-learning, and blended methods.
• Training needs analysis aligned to business needs.
• Program design, delivery, impact analysis, and evaluation.
• Budgeting and vendor management.
• Learning Management System platform usage.
• Strong communication, presentation, and interpersonal skills.
• Stakeholder management and the ability to influence leaders and managers.
• Project management, organization, and follow-through.
• Analytical and data literacy skills to assess learning effectiveness.
• Leadership, coaching, and problem-solving skills.

Benefits

• US:
  • 401k with employer match.
  • Employee sponsored health, dental, and vision insurance (Dental and Vision 100% employer paid).
  • Paid Vacation, 11 public holidays, and sick leave.
  • Parental leave.
  • Birthday and three winter holidays days off.
  • Short term and long term disability insurance.
  • 2 days paid time off for volunteering per year.
  • Fully remote work environment with stipend on joining for home office.
• UK:
  • Private medical insurance.
  • Life assurance.
  • Income protection.
  • Personal accident insurance.
  • Pension with up to 10% employer match.
  • 25 days holidays, market competitive Maternity and Paternity leave.
  • Birthday and three winter holidays days off.
  • 2 days paid time off for volunteering per year.
  • Fully remote work environment with stipend on joining for home office.