Deep expertise in organizational learning specific to professional services.
Formal education or practitioner experience in learning science or organizational psychology.
Experience leading L&D functions, overseeing the design of development frameworks.
Proven track record in leadership development with measurable behavior change.
Ability to operate as a strategic peer alongside senior leaders in business.
Hands-on experience creating competency frameworks and learning content from scratch.
Familiarity with blended learning methodologies including digital and coaching formats.
Experience testing AI-driven learning solutions.
Responsibilities
Define and embody the vision for exceptional learning at Isaac.
Cultivate a development culture that enhances retention and attracts talent.
Design a cohesive development ecosystem integrating various learning methods.
Lead the creation of a Leadership Academy with clear progression for all levels.
Oversee operational training from new hire induction through to advanced levels.
Set and promote expectations for managerial development and team growth.
Establish leadership metrics to assess learning effectiveness and impact across teams.
Collaborate with senior leaders to adapt competency frameworks into actionable learning.
Benefits
Opportunity to shape pioneering learning programs from the ground up.
Engagement with external partnerships to elevate learning standards.
Supportive culture focused on personal and professional growth.
Collaborative work environment with senior executives.
Access to cutting-edge learning technologies and innovative practices.
Full Job Description
Job Description
What you'll do.
Own what great learning looks like at Isaac across the full breadth of how people develop. Live training, self-paced content, coaching and mentoring, on-the-job learning, and how they fit together
Make development and learning at Isaac feel special. Not just effective, but a defining part of our culture, the reason people stay, the reason candidates want to join, and a differentiator our clients experience through the quality of our people
Design an integrated development ecosystem where on-the-job experiences, formal learning, coaching, mentoring, talent assessments, and career development work together to accelerate growth.
Lead the design and build of Isaac's Leadership Academy, a multi-level program supported by external partners that advances people's leadership skills from early career through to Partner, with a clear, credible development arc at every level to meet business needs today and build the capabilities we'll need in the future
Own the technical operational training by level from induction (new consultant training) through to Principal and evolve the content as our work and sectors evolve
Own the manager capability agenda. Define explicit expectations for development conversations, feedback, and how managers grow the people on their teams, and embed those expectations in how leaders operate
Shape the leadership capability definition and the leadership metrics that signal whether the system is working
Partner with senior leaders to translate our existing competency framework into behaviour descriptors, learning experiences, and development reps that actually shift how people show up
Bring an external, evidence-based view of organizational learning into Isaac. What's working in serious learning organizations, what's noise, and what fits our culture
Explore and introduce innovative approaches to learning, leveraging new technologies, AI, and emerging practices to create engaging development experiences that set Isaac apart.
Engage external partners and academic faculty where they raise the ceiling, and build internal facilitation capability over time so leaders are teaching leaders
Lead and develop the L&D team. Build a strong group around you across systems and execution, leadership development specialists, and FO Sector Dev Leads, and raise the bar for the whole function
Operate as a senior member of the People Team leadership group. Voice in strategy, partner to the VP P&C, and contributor to how Isaac scales its people overall
Who you are.
A builder, not a maintainer. Energized by shaping something distinctive from the ground up, not running someone else's playbook
A bridge between the business and the people side. You read what the business actually needs, you read what people want to develop, and you find solutions that serve both
Develops others as a default. You coach as much as you direct, you raise the bar for the people around you, and you make other people better at their jobs
Opinionated about how learning works. You hold strong views on what good development looks like and you're willing to defend them, including with senior people who disagree
Senior in presence. You belong in rooms with Partners and VPs, and you bring conviction without ego
Comfortable being the only senior learning person in the room and equally comfortable working in partnership with peers who own adjacent scopes
Curious and intellectually restless. You read, you think, you bring fresh ideas into the room without chasing every trend
Patient with people, impatient with mediocre work. You don't confuse being kind with lowering the bar
Pragmatic. You can hold an ambitious vision and ship a useful first version of it in the same week
You're awesome. You bring energy, curiosity, and personality to your work. We work hard, celebrate wins, and enjoy spending time together
Qualifications
What you bring to the role.
Deep expertise in organizational learning. You understand how adults actually develop in professional services and how to design for it, not from a generalist L&D playbook
Formal grounding in learning science, instructional design, organizational psychology, adult development, or a related discipline. Either through academic training or through significant practitioner work that put you in regular contact with the underlying research
Significant experience leading the learning and development function inside a serious organization (corporate, professional services, or a respected scale-up) at a level that owned the design of how people develop, not just the delivery of training
A track record of leadership development programs you've designed that demonstrably shifted behaviour, with evidence you can talk to (manager feedback signals, leader effectiveness measures, retention outcomes, or equivalent)
Experience operating alongside senior business leaders as a peer, not a service provider. Credible in strategic conversations and used to being challenged on your recommendations
Hands-on experience building from scratch. Competency frameworks, faculty models, measurement approaches, content libraries. You have artefacts you can show, not just programs you've run
Practical experience with the full blended-learning palette (live training, self-paced digital, coaching, mentoring, on-the-job learning) and a point of view on how they fit together
A formed view on AI in development, ideally with a project or two you've shipped that tested it in practice
Strong written and verbal communication. Your decks, your frameworks, and your sessions all carry the same high standard
