Lead, Engineering Talent & Learning

Lead, Engineering Talent & Learning

The Lead, Engineering Talent & Learning is accountable for leading the research, design, development and delivery of technically rigorous learning solutions that accelerate engineering capability and time-to-productivity across early careers and engineering new joiners and adjacent engineering talent pipelines as required.

This is an individual contributor role, leading through deep expertise and influence across Engineering. It sits at the intersection of engineering practice, learning design and modern developer tooling. It is expected to operate with engineering credibility — able to challenge, shape and improve solutions through technically grounded judgement.

The role exists to empower engineers to learn fast, grow their skills and build durable capability through learning experiences that are practical, technically grounded and built for adoption at scale.

Key Responsibilities

• Lead the research and design of learning solutions informed by business needs analysis, ensuring alignment with divisional and functional objectives.
• Lead the design, development and delivery of learning solutions, selecting the most appropriate learning modalities for technical audiences (e.g., hands-on labs, coached practice, blended pathways).
• Translate complex technical concepts into engaging, accessible learning experiences without losing technical credibility or depth.
• Work closely with engineering leaders, internal SMEs and stakeholder groups to ensure learning reflects real engineering environments, current tech stacks and modern development practices.
• Stay current with changes across the engineering and technology landscape (cloud platforms, developer tooling, modern programming practices, AI-enabled development) and continuously refresh learning content to keep pace with change.
• Recommend and apply modern learning technology and creative solutions to enhance learner engagement and improve the learning experience for engineers.
• Apply performance consulting approaches to diagnose capability needs and performance barriers (skills, behaviours, ways of working, enablement constraints) and translate these into clear learning problem statements.
• Map identified needs to engineering expectations (e.g., career stage expectations, engineering principles/standards, role outcomes) to prioritise what matters most.
• Define practical, measurable success signals for interventions and iterate based on evidence of application and impact.
• Monitor the effectiveness of learning initiatives and recommend remedial actions as necessary to improve outcomes.
• Identify gaps in learning evaluation standards and reporting within scope and recommend remedial actions to ensure performance and growth.
• Gather learner feedback and insights and use data to drive continuous improvement across programmes in scope.
• Assess stakeholder requirements to identify innovative learning and development solutions; issue guidance on standard practices and policy applications, ensuring follow-through.
• Collaborate with senior stakeholders to identify existing skills, learning and development needs and skills gaps; ensure learning activities align with divisional / functional objectives.
• Contribute to global learning design and development projects (or phases of larger projects), ensuring alignment with business needs.
• Communicate difficult subject material by adapting communication style to different audiences, ensuring clarity and engagement.
• Provide performance coaching on an individual and/or team basis, as needed, to enhance learning outcomes and application in role.
• Leverage AI and automation to streamline learning design, delivery and operations, reducing manual effort and maximising time spent on high-value work.

Skills & Capabilities

• Strong technical literacy and confidence engaging on engineering topics (cloud technologies and architectures, modern development stacks, developer experience / developer enablement, modern SDLC and tooling, developer-focused AI tools and agents).
• Ability to lead credible technical conversations with engineers and technical SMEs — asking the right questions, challenging assumptions, and turning technical reality into effective learning design.
• Strong learning design capability, with a focus on learner-centred, outcome-driven experiences suited to technical audiences.
• Strong stakeholder management and cross-functional collaboration; able to influence through expertise and clarity rather than formal authority.
• Strong evaluation mindset: monitors effectiveness, uses feedback loops, and recommends remedial actions to improve outcomes and adoption.
• Comfort working in ambiguous, fast-changing environments; able to adapt quickly as priorities and technologies evolve.
• Clear communication and facilitation skills across technical and non-technical audiences.
• Practical curiosity for applying AI to increase speed, scale and quality of learning outcomes.

Qualifications & Experience

• Extensive experience in Learning & Development, Engineering Enablement, Technical Training, or Developer Education, ideally in engineering-led environments where technical credibility matters.
• Demonstrated experience partnering with engineering leaders and SMEs to build learning that reflects real delivery environments and modern engineering practice.
• Experience supporting early-career talent and/or large-scale onboarding and ramp-up programmes in complex organisations.
• Comfort operating in technical contexts is essential, hands-on engineering experience would be considered an advantage.

Career Stage:

Manager