Learning Design Manager

📍 Job Overview

Job Title: Learning Design Manager

Company: Change Grow Live

Location: National Role (Hybrid Working)

Job Type: Full-Time

Category: Learning & Development Operations / Organizational Development

Date Posted: September 07, 2026

Experience Level: Mid-Senior Level (5-10 years implied)

Remote Status: Hybrid

🚀 Role Summary

• Lead the strategic design and development of innovative, accessible, and blended learning solutions across a national organization to foster employee growth and service delivery excellence.

• Drive the continuous improvement of learning experiences by leveraging data, feedback, and evidence-based insights to ensure maximum learner engagement and measurable organizational impact.

• Champion quality, inclusion, and accessibility in all learning initiatives, ensuring equitable development opportunities for a diverse workforce.

• Manage, coach, and inspire a specialist team of learning professionals, fostering a supportive and high-performing environment.

• Build and maintain strong collaborative partnerships with operational colleagues, subject matter experts, and stakeholders to co-create effective learning solutions aligned with organizational goals.

📝 Enhancement Note: The role of "Learning Design Manager" within a national charity like Change Grow Live strongly aligns with the principles of Revenue Operations and GTM Operations by focusing on enabling the workforce to deliver services more effectively and efficiently, ultimately impacting the organization's mission and outcomes. While not directly sales-focused, the emphasis on skill development, process improvement through learning, and stakeholder collaboration mirrors the operational rigor found in RevOps and Sales Ops roles. The "national role with hybrid working" suggests a need for strong remote collaboration and digital learning strategies, akin to GTM operations supporting distributed teams.

📈 Primary Responsibilities

• Oversee the end-to-end design, development, and implementation of blended learning programs, digital courses, and technology-enabled learning solutions.

• Develop and maintain a comprehensive learning strategy that aligns with Change Grow Live's 2030 ambitions and supports employee development at all career stages.

• Conduct needs analyses with operational teams and subject matter experts to identify learning gaps and opportunities for capability enhancement.

• Ensure all learning materials and methodologies adhere to high standards of quality, inclusivity, accessibility (e.g., WCAG compliance), and reflect diverse experiences.

• Lead and mentor the learning design team, providing guidance on instructional design best practices, project management, and performance development.

• Implement robust evaluation frameworks to measure the effectiveness of learning interventions, track learner progress, and demonstrate ROI to stakeholders.

• Drive innovation in learning design by exploring and integrating new technologies, methodologies, and approaches to enhance learner engagement and outcomes.

• Manage learning projects from conception to completion, ensuring adherence to timelines, budgets, and quality standards.

• Foster a culture of continuous learning and professional development within the organization by promoting curiosity and knowledge sharing.

• Collaborate with cross-functional teams, including HR, IT, and service delivery units, to ensure learning solutions are integrated and support broader organizational objectives.

📝 Enhancement Note: The responsibilities highlight a strategic leadership role focused on the operational backbone of employee development. This includes not just content creation but also strategic planning, team management, stakeholder alignment, and performance measurement, all critical components of effective operations management. The emphasis on "measurable impact" and "demonstrating ROI" directly aligns with the core objectives of revenue and sales operations roles.

🎓 Skills & Qualifications

Education: While not explicitly stated, a Bachelor's degree in Education, Instructional Design, Organizational Development, Human Resources, or a related field is typically expected for a management role of this nature. A Master's degree or relevant certifications in learning and development would be advantageous.

Experience: Significant experience (implied 5-10 years) leading learning design initiatives within a complex, multi-site organization.

Required Skills:

• Significant experience leading learning design within a complex organization.

• Expertise in blended, digital, and technology-enabled learning methodologies and platforms.

• Strong knowledge of adult learning principles (andragogy), learning science, and behavior change models.

• Proven experience leading, coaching, and developing high-performing teams.

• Demonstrated ability to engage, influence, and build credibility with diverse stakeholders at all organizational levels.

• Experience using insight, data, and evidence to evaluate learning effectiveness and drive continuous improvement.

• Excellent project management, organizational, and planning skills.

• A strong passion for creating learning experiences that deliver measurable impact and support organizational goals.

• Proficiency in instructional design principles and learning technology tools. Preferred Skills:

• Experience with Learning Management Systems (LMS) administration and optimization.

• Familiarity with accessibility standards (e.g., WCAG) and inclusive design practices.

• Knowledge of curriculum development and program design for diverse audiences.

• Experience in the charity, non-profit, or public service sectors.

• Skill in developing and delivering engaging e-learning content.

• Experience with change management principles and their application to learning initiatives.

📝 Enhancement Note: The required skills emphasize a blend of strategic thinking, technical expertise in learning design, and strong leadership and interpersonal abilities, mirroring the multifaceted demands placed on operations managers who must bridge technical execution with strategic business objectives. The mention of "data and evidence to evaluate learning effectiveness" is a direct parallel to the analytical rigor expected in RevOps.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Learning Design Case Studies: Showcase examples of blended and digital learning solutions designed and implemented, detailing the instructional design process, target audience, learning objectives, and delivery methods.

• Impact Measurement Examples: Demonstrate how learning initiatives have been evaluated, including the use of data (e.g., learner feedback, performance metrics, ROI) to measure effectiveness and drive improvements.

• Team Leadership Examples: Provide evidence of experience in managing, coaching, and developing learning professionals, highlighting team achievements and performance.

• Stakeholder Engagement Projects: Illustrate successful collaborations with subject matter experts, operational leaders, and other stakeholders to co-create and implement learning solutions.

• Accessibility & Inclusion Initiatives: Showcase a commitment to inclusive design by providing examples of how accessibility needs were addressed in learning content and delivery.

Process Documentation:

• Needs Analysis Frameworks: Document methodologies used for conducting learning needs assessments, including stakeholder interviews, surveys, and performance data analysis.

• Instructional Design Models: Outline the preferred instructional design models (e.g., ADDIE, SAM) and their application in developing engaging and effective learning experiences.

• Evaluation and Reporting Procedures: Detail processes for collecting, analyzing, and reporting on learning effectiveness data, including key performance indicators (KPIs) and feedback mechanisms.

• Project Management Workflows: Describe standard operating procedures for managing learning design projects, including scope definition, resource allocation, timeline management, and quality assurance.

📝 Enhancement Note: For a role focused on learning design leadership, a portfolio demonstrating practical application of instructional design principles, successful project management, and quantifiable impact is crucial. This is analogous to operations professionals showcasing their ability to implement systems, optimize processes, and drive measurable results through data analysis and strategic execution.

💵 Compensation & Benefits

Salary Range: £42,076.87 - £46,683.60 per annum (pro rata if part-time). This is based on CGL points 38 to 42.

Benefits:

• 25 days of annual leave, increasing annually to 30 days (plus bank holidays).

• A paid weekly Wellness Hour.

• Access to a dedicated wellbeing hub.

• Comprehensive Employee Assistance Programme (EAP) for confidential support.

• Contributory pension scheme to support long-term financial planning.

• A wide range of employee benefits and discounts to enhance overall compensation.

• Significant learning, development, and progression opportunities to foster career growth.

• A supportive and values-led environment that encourages personal and professional growth.

Working Hours: Full-time hours are 37.5 hours per week. The role is described as a "National role with hybrid working," implying flexibility in schedule, but core working hours will likely align with standard business operations to facilitate collaboration.

📝 Enhancement Note: The salary range provided is specific to the UK market for a Learning Design Manager role within the charity sector, considering the organization's location outside of London Weighting. The benefits package is competitive and typical for a national charity, with a strong emphasis on employee wellbeing and development, which are key attractors for talent in operations-focused roles.

🎯 Team & Company Context

🏢 Company Culture

Industry: Social Services / Health and Social Care / Charity. Change Grow Live operates within the UK's vital sector of social services, focusing on helping individuals overcome issues related to drug and alcohol use, mental health, and homelessness, and supporting their recovery and personal growth. This context implies a mission-driven, values-oriented culture.

Company Size: Large (implied by "national organisation" and likely hundreds to thousands of employees). This size suggests a need for standardized processes, robust communication channels, and structured teams.

Founded: While the founding date isn't provided, the organization's longevity and national reach suggest a well-established structure with a history of service delivery and adaptation.

Team Structure:

• The Learning Design Manager will lead a "talented team" of learning professionals within a "national Learning and Development team." This implies a dedicated L&D function responsible for organizational capability building.

• The reporting structure likely places this role under a Head of Learning & Development or Director of People/HR.

• Cross-functional collaboration is a key aspect, requiring close work with operational colleagues, subject matter experts, HR, IT, and service delivery teams across various UK locations. Methodology:

• Data-Driven Decision Making: The role emphasizes using "evidence, feedback and insight to evaluate learning effectiveness and continuously enhance the learner experience." This aligns with an operations-centric approach to performance improvement.

• Collaborative Design: Learning solutions are "co-created" with operational colleagues and subject matter experts, indicating a partnership model rather than a top-down approach.

• Innovation and Adaptability: The company encourages exploring "new approaches, technologies and methods" to make learning more engaging and effective, reflecting a proactive stance on continuous improvement and future-readiness.

Company Website: https://www.changegrowlive.org/

📝 Enhancement Note: Understanding Change Grow Live's mission-driven context is crucial. Operations roles in such organizations often require a strong sense of purpose and the ability to link operational efficiency and effectiveness directly to social impact. The emphasis on "values-driven" and "compassionate" culture suggests that collaboration and empathy are as important as technical skills.

📈 Career & Growth Analysis

Operations Career Level: This is a management-level position within the Learning & Development function, overseeing a specialized team and strategic initiatives. It sits at a mid-to-senior level, requiring both tactical execution and strategic oversight of learning operations.

Reporting Structure: The Learning Design Manager will report into a higher-level L&D or HR leadership role. They will have direct reports within their specialist team.

Operations Impact: The role's impact is significant, influencing the capability, confidence, and effectiveness of the entire Change Grow Live workforce. By improving learning, the role directly contributes to the quality of services delivered to individuals and communities, thereby impacting the organization's mission fulfillment and reputation. This indirect impact on service delivery and organizational success is a key aspect of operational influence.

Growth Opportunities:

• Leadership Advancement: Potential to progress to Head of Learning & Development, Director of L&D, or related leadership roles within HR or Organizational Development.

• Specialization & Expertise: Opportunity to deepen expertise in specific areas of learning design, digital learning technologies, or learning analytics.

• Strategic Influence: Greater involvement in shaping organizational learning strategy and contributing to broader HR and business transformation initiatives.

• Cross-functional Projects: Participation in wider organizational projects related to change management, digital transformation, or service improvement.

📝 Enhancement Note: This role offers a clear path for career progression within L&D and broader OD functions. For operations professionals, it represents an opportunity to leverage skills in process optimization, system implementation (LMS), and data analysis in a context focused on human capital development, a critical component of any successful organization.

🌐 Work Environment

Office Type: Hybrid working model. This means a combination of remote work and in-office presence at a Change Grow Live office, likely the one nearest to the employee's home address. Regular travel is expected for this national role.

Office Location(s): Contractual base will be the Change Grow Live office nearest to the employee's home address. London Weighting applies if the base is in London. This indicates a distributed workforce with multiple office hubs across the UK.

Workspace Context:

• Collaborative Environment: The hybrid nature and emphasis on partnerships mean the workspace will facilitate both focused individual work (likely remote) and collaborative team sessions (in-office or virtual).

• Operations Tools & Technology: Access to standard office technology, communication platforms (e.g., Teams, Zoom), and likely a Learning Management System (LMS) will be essential. Specific tools for e-learning development will also be utilized.

• Team Interaction: Regular interaction with the direct reports, L&D colleagues, and various operational stakeholders across different locations, requiring strong virtual and in-person communication skills.

Work Schedule: Full-time (37.5 hours per week) with a hybrid arrangement. This offers flexibility, but the need for collaboration and regular travel implies a structured approach to managing one's schedule effectively to meet both remote and in-office commitments.

📝 Enhancement Note: The hybrid and national nature of the role necessitates strong self-management, proactive communication, and proficiency with remote collaboration tools, which are increasingly critical skills in modern operations roles supporting distributed teams.

📄 Application & Portfolio Review Process

Interview Process: Typically involves multiple stages for a management role:

• Initial Screening: Review of application and CV against essential criteria.

• First Interview: Likely with the hiring manager (Liszel Nathaniel) and potentially another L&D team member, focusing on experience, leadership style, and technical skills in learning design.

• Assessment/Presentation: A practical exercise or presentation, potentially involving a case study or a review of a portfolio piece, demonstrating learning design expertise, strategic thinking, and ability to influence. This is where portfolio review is critical.

• Final Interview: With a senior leader (e.g., Head of L&D, HR Director) to assess cultural fit, strategic alignment, and overall suitability for the role.

Portfolio Review Tips:

• Curate Select Examples: Choose 2-3 of your strongest learning design projects that best demonstrate your skills in blended learning, digital design, and impact measurement.

• Structure for Clarity: For each project, clearly outline the problem statement, target audience, your role, the solution designed, implementation process, and most importantly, the measurable outcomes and impact. Use visual aids where appropriate.

• Highlight Process: Explain your instructional design process, from needs analysis to evaluation, showcasing how you leverage data and stakeholder input.

• Demonstrate Leadership: If possible, include examples of how you led a team, managed projects, or influenced stakeholders to achieve learning objectives.

• Tailor to CGL: Briefly explain why your approach and experience are relevant to Change Grow Live's mission and values.

Challenge Preparation:

• Anticipate Case Studies: Be prepared for a scenario-based question or task related to designing a learning intervention for a specific challenge faced by CGL (e.g., improving service delivery, onboarding new staff, implementing a new policy).

• Focus on Strategy & Impact: Think about how your proposed learning solution will align with CGL's strategic goals and how you will measure its success.

• Demonstrate Collaboration: Consider how you would engage with stakeholders (e.g., service managers, subject matter experts) to design and implement the solution effectively.

• Showcase Innovation: Be ready to discuss innovative approaches or technologies you would consider.

📝 Enhancement Note: The application guidance strongly emphasizes demonstrating impact and evidence. This mirrors the expectations in operations roles where quantifiable results and a clear articulation of process improvements are paramount. Preparing a portfolio that showcases this is key.

🛠 Tools & Technology Stack

Primary Tools:

• Learning Management System (LMS): While not specified, CGL will likely use an LMS for hosting, delivering, and tracking online learning. Proficiency in managing or working with an LMS is essential.

• E-Learning Authoring Tools: Expertise in tools such as Articulate Storyline, Adobe Captivate, or similar for creating interactive digital learning content.

• Content Creation Software: Proficiency with presentation software (e.g., PowerPoint, Google Slides), graphic design tools (e.g., Canva, Adobe Creative Suite), and potentially video editing software.

Analytics & Reporting:

• Learning Analytics Platforms: Ability to interpret data from LMS and other sources to assess learner engagement, completion rates, and knowledge retention.

• Reporting Tools: Skills in generating reports from LMS or other systems to communicate learning effectiveness to stakeholders.

• Data Analysis Software: Familiarity with Excel or similar for basic data manipulation and analysis of feedback and performance metrics.

CRM & Automation:

• Internal Communication Platforms: Proficiency with tools like Microsoft Teams, Slack, or similar for team collaboration and stakeholder communication.

• Project Management Software: Experience with tools like Asana, Trello, Monday.com, or Jira for managing learning design projects.

• Survey Tools: Familiarity with tools like SurveyMonkey or Google Forms for collecting learner feedback.

📝 Enhancement Note: While the specific tools are not listed, the description implies a need for a strong understanding of modern learning technologies and data analysis tools. This is directly comparable to the technology stack used in revenue and sales operations, where CRM, marketing automation, and analytics platforms are central.

👥 Team Culture & Values

Operations Values:

• Be Open: Encouraging transparent communication, sharing ideas, and embracing diverse perspectives in the learning design process.

• Be Compassionate: Designing learning with empathy for the learner's experience, understanding their challenges and supporting their growth journeys. This is critical for a service-oriented organization.

• Be Bold: Encouraging innovation, experimentation with new learning approaches, and taking calculated risks to improve learning effectiveness and impact.

• Evidence and Compassion: A core organizational principle that learning design should be grounded in data and best practices while remaining deeply human-centered.

• Efficiency and Impact: Striving for efficient learning processes that deliver significant, measurable impact on individual capabilities and organizational outcomes.

Collaboration Style:

• Cross-functional Integration: Proactive engagement with various departments and operational teams to ensure learning solutions are relevant, practical, and well-received.

• Partnership Approach: Working collaboratively with subject matter experts and stakeholders to co-design and refine learning content and strategies.

• Knowledge Sharing Culture: Fostering an environment where team members share best practices, insights, and lessons learned to collectively enhance the team's capabilities.

📝 Enhancement Note: The explicit mention of "Be Open, Be Compassionate, Be Bold" and "evidence and compassion" provides a clear framework for understanding the desired culture. For operations professionals, this means demonstrating not only technical proficiency but also alignment with these values, particularly in how they approach problem-solving, stakeholder interactions, and process improvements.

⚡ Challenges & Growth Opportunities

Challenges:

• Balancing Innovation with Accessibility: Developing cutting-edge learning solutions while ensuring they remain accessible and practical for a diverse workforce across various locations and technological capabilities.

• Measuring Impact in a Social Services Context: Quantifying the impact of learning on service delivery and client outcomes, which can be complex and indirect.

• Managing a Distributed Team: Effectively leading and engaging a learning design team that may be geographically dispersed due to the national and hybrid nature of the role.

• Adapting to Evolving Learning Technologies: Staying abreast of rapid advancements in learning technology and pedagogy and integrating them effectively into the organization's learning strategy.

• Stakeholder Alignment: Ensuring buy-in and active participation from numerous stakeholders with competing priorities across different service areas.

Learning & Development Opportunities:

• Advanced Instructional Design Certifications: Pursuing certifications in specialized areas of learning design, e-learning development, or learning analytics.

• Leadership Development Programs: Access to CGL's internal leadership training and development initiatives.

• Industry Conferences & Webinars: Opportunities to attend relevant conferences (e.g., Learning Technologies, ATD) and participate in webinars to stay current with industry trends.

• Mentorship: Potential to be mentored by senior leaders within the organization or to mentor junior members of the L&D team.

📝 Enhancement Note: Identifying potential challenges allows candidates to frame their experience and preparedness proactively. For operations roles, understanding these challenges helps in preparing to discuss how to mitigate risks, optimize processes, and leverage data to overcome obstacles.

💡 Interview Preparation

Strategy Questions:

• "How would you approach designing a blended learning program for new frontline staff joining Change Grow Live, ensuring it's both engaging and effective in preparing them for their roles?" (Focus on process, audience needs, blended approach, and impact measurement).

• "Describe a time you used data and feedback to significantly improve a learning program. What was your process, and what were the results?" (Focus on data analysis, evaluation, and continuous improvement).

• "How would you foster a culture of continuous learning within a large, national organization, and what role would technology play in this?" (Focus on strategic thinking, cultural influence, and technology adoption). Company & Culture Questions:

• "What appeals to you about Change Grow Live's mission and values, and how do you see them influencing your approach to learning design?" (Focus on alignment with "Be Open, Be Compassionate, Be Bold").

• "How would you approach building relationships and gaining buy-in from diverse operational stakeholders across the UK?" (Focus on collaboration, communication, and stakeholder management).

• "How do you ensure learning solutions are inclusive and accessible for all learners, considering different backgrounds and needs?" (Focus on diversity, equity, and inclusion in practice). Portfolio Presentation Strategy:

• Start with the 'Why': Clearly articulate the business problem or learning need that your portfolio project addressed.

• Showcase Your Process: Walk through your methodology from needs analysis to evaluation, highlighting key decisions and stakeholder involvement.

• Quantify Impact: Present data, metrics, and testimonials that demonstrate the tangible results and ROI of your learning solutions.

• Be Ready for Deep Dives: Anticipate questions about specific design choices, challenges encountered, and how you would adapt your approach for different contexts.

• Connect to CGL: Briefly explain how your experience and approach align with Change Grow Live's goals and values.

📝 Enhancement Note: Preparing for these types of questions requires candidates to draw on their experience to provide specific, evidence-based examples, much like in operations interviews where demonstrating problem-solving skills and quantifiable achievements is key.

📌 Application Steps

To apply for this Learning Design Manager position:

• Submit your application through the provided link on the Change Grow Live careers portal.

• Curate and refine your portfolio: Select 2-3 impactful learning design projects, clearly detailing the objectives, your process, the solutions implemented, and quantifiable outcomes. Ensure these examples highlight your expertise in blended learning, digital design, and impact measurement.

• Tailor your resume: Emphasize keywords and responsibilities that directly align with the job description, such as "learning design," "blended learning," "stakeholder management," "team leadership," and "impact evaluation." Quantify achievements wherever possible.

• Prepare for interview scenarios: Practice articulating your responses to common interview questions, focusing on strategy, leadership, and problem-solving. Be ready to present your portfolio and discuss your approach to learning design within a values-driven organization.

• Research Change Grow Live: Understand the organization's mission, values, services, and strategic goals (e.g., 2030 ambitions). This will help you demonstrate genuine interest and tailor your responses to their specific context.

⚠️ Important Notice: This enhanced job description includes AI-generated insights and operations industry-standard assumptions. All details should be verified directly with the hiring organization before making application decisions.

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