Head of Learning & Development

Our Learning and Development team are looking for an experienced Head of Learning and Development to join them.

This is an exciting time to join Baringa as we continue to grow and strengthen the way we support our people to learn, develop and thrive. We have strong L&D foundations and a newly developed learning strategy in place; now we’re looking for a commercially minded, forward-thinking leader who can bring that strategy to life and turn it into meaningful business impact. This role is about more than learning content design. It is about building a stronger learning culture: increasing engagement with our existing programmes, influencing senior leaders to prioritise development, shaping our approach to digital and AI-enabled learning, and leading a high-performing L&D function. As the lead for a strategic people area, this role will be part of our People Leadership Team.

What you will be doing

Implement our global L&D strategy

• Own our global learning strategy, leading its implementation and ensuring it stays closely aligned to Baringa’s growth, commercial priorities and people-first culture.
• Work in partnership with senior leaders, HRBPs and internal technical experts to identify the strategic capabilities we need to grow and remain competitive as a tech-savvy consultancy, particularly across digital, AI, software and new ways of working.
• Use data and insight to understand current and future capability gaps, focusing learning investment where it will make the biggest difference.
• Act as a trusted strategic partner and credible learning expert to senior stakeholders, influencing priorities and helping leaders take ownership of learning outcomes.
• Stay close to external trends in learning, technology, consulting and AI, bringing fresh thinking and practical recommendations to continuously improve our L&D offer.

Drive learning adoption and culture change

• Increase engagement, participation and utilisation across Baringa’s learning offer, ensuring learning is visible, accessible and valued across the firm.
• Partner with leaders to remove barriers to learning, especially where client delivery and utilisation pressures can make development harder to prioritise.
• Embed learning into the flow of work through practical, scalable approaches that reflect the pace and demands of a consulting and professional services environment.
• Connect the L&D offer clearly to career development pathways, helping colleagues build the skills, confidence and experiences they need to grow.
• Work closely with the Head of Leadership Development and wider People teams to ensure learning, leadership development, talent and broader people priorities feel joined up and easy to navigate.
• Curate, deploy and continually improve existing learning solutions, designing new interventions only where there is a clear business need and measurable value.

Lead digital, AI and operations

• Develop and implement scalable digital and AI-enabled learning strategies that keep our learning offer relevant, practical and future-fit.
• Provide strategic oversight and sponsorship of the L&D technology roadmap, ensuring investment decisions, priorities and digital learning capabilities align with the firm's learning strategy and business objectives.
• Ensure L&D operations are efficient, scalable and responsive to the needs of the firm, Leadership Development and wider People teams.
• Provide clear reporting on learning programmes, platforms, adoption, outcomes, employee progress and wider development activity.

Be an L&D leader

• Lead, stabilise and grow a high-performing L&D function, creating a clear vision, roadmap and operating rhythm for the team.
• Build engagement, resilience and trust, providing strong leadership, coaching and development for senior specialists and people leaders through a period of growth and change.
• Define and track meaningful measures of learning effectiveness, adoption, business impact and return on investment.
• Ensure the L&D team has clear goals, priorities and ways of working that connect directly to the L&D strategy, People priorities and wider organisational outcomes.
• Prioritise team capacity in line with firm priorities, learning impact, operational demand and future growth of the function.
• Manage the L&D budget, balancing cost-effective resource allocation with high-quality, high-impact learning solutions.
• Play an active role in our People Leadership Team and be a visible, collaborative leader across the wider People team.

Your skills and experience

• Strategic L&D leadership: You have senior experience creating, implementing and evolving learning strategies that build organisational capability and deliver business impact.
• Commercial and professional services understanding: You understand consulting or professional services environments, including client delivery pressures and the need for pragmatic, high-impact learning solutions.
• Senior stakeholder influence: You are credible at executive level and confident influencing leaders, navigating trade-offs and helping stakeholders take accountability for learning outcomes.
• Learning adoption and culture change: You have a track record of increasing participation, embedding learning into ways of working and driving behavioural or cultural change across an organisation.
• Digital and AI-enabled learning: You bring experience developing digital learning strategies and scalable approaches to AI-enabled learning in a fast-changing technology environment.
• Leadership and team management: You are an experienced people leader who can build, stabilise and develop high-performing teams through change, growth and ambiguity.
• Technology and operations: You are comfortable working with L&D platforms, digital ecosystems, operational delivery and supplier management, with a focus on scalability and user experience.
• Data, insight and impact: You can define meaningful measures, use data to evaluate adoption and effectiveness, and tell a clear story about the value and impact of learning.
• Programme and change management: You are confident delivering complex learning initiatives on time, within budget and with clear outcomes.
• Collaborative, emotionally intelligent leadership: You build trust quickly, coach and develop others, and work well across teams with warmth, resilience and sound judgement.

What a career at Baringa will give you 

Putting People First.

Baringa is a People First company and wellbeing is at the forefront of our culture. We recognise the importance of work-life balance and flexible working and provide our staff amazing benefits. Some of these benefits include:

• Generous Annual Leave Policy: We recognise everyone needs a well-deserved break. We provide our employees with 5 weeks of annual leave, fully available at the start of each year. In addition to this, we have introduced our 5-Year Recharge benefit which allows all employees an additional 2 weeks of paid leave after 5 years continuous service.

• Flexible Working: We know that the ‘ideal’ work-life balance will vary from person to person and change at different stages of our working lives. To accommodate this, we have implemented a hybrid working policy and introduced more flexibility around taking unpaid leave.

• Corporate Responsibility Days: Our world is important to us, so all our employees get 3 every year to help social and environmental causes and increase our impact on the communities that mean the most to us.

• Wellbeing Fund: We want to encourage all employees to take charge and prioritise their own wellbeing. We’ve introduced our annual People Fund to support this by offering every individual a fund to support and manage their wellbeing through an activity of their choice.

• Profit Share Scheme: All employees participate in the Baringa Group Profit Share Scheme so everyone has a stake in the company’s success.

Diversity and Inclusion

We are proud to be an Equal Opportunity Employer. We believe that creating an environment where everyone feels a sense of belonging is central to our culture and that diversity is paramount to driving creativity, innovation, and value for our clients and for our people. 

An award-winning workplace

You can be a part of our ‘Great Place to Work’ – with our commitment to women and well-being in the workplace for all. Click here to see some of our recent awards and how we’ve achieved this. 

Using business as a force for good. 

We maintain high standards of environmental performance and transparency, which can be seen through our commitment to Net Zero with our SBTI-verified Scope 1, 2 and 3 emissions reduction targets and our support of the Better Business Act. We report our progress publicly and ensure that we are also externally assessed and scored through organisations like CDP and EcoVadis - helping us to continually identify where we can improve.

We have a long legacy of supporting the communities in which we work, and offer a variety of ways to contribute, by putting people first and creating impact that lasts. Our Corporate Social Responsibility (CSR) agenda is about giving back to the communities in which we live and work by sharing our skills, talent and time. In essence, we aim to empower and encourage everyone in the firm to contribute to the things we care about, and support registered charities and organisations with a clear social or environmental purpose to increase the positive impact they can have.