Morgan Philips isseeking a forward-thinking Head of Learning and Development for a construction-based client in East London - 3 days per week in the office / travelling and 2 days per week at home. Managing a small team, the Head of L&D willspearhead the design, delivery, and evaluation of a comprehensive Group-wide learning strategy that addresses the operational, regulatory, and leadership requirements for both our field-based and central teams. This pivotal role will ensure theworkforce is not only compliant but also future-ready, fostering a culture of continuous development through innovative learning solutions.
There is a permanent need here, but due to immediate needsour client is looking to hire on a 3–6-month FTC or day-rate (In-Scope) initially.

Key Responsibilities:

Strategic L&D Leadership

• Formulate and execute a Group-wide learning strategy that drives business growth, ensures compliance, and enhances organizational performance. Inclusive Framework Create a robust learning framework that is inclusive and accessible to all roles, levels, and geographical locations.
• Cultivate a culture of continuous learning, career progression, and leadership development at every level of the organization.
• Collaborate on aligning Learning & Development with workforce planning, internal mobility, and future skills demands.

Compliance & Audit-Ready Training

• Maintain mandatory and regulatory training frameworks to guarantee 100% compliance with legal and sector-specific standards such as FORS, CITB, CSCS, and Ofsted.
• Ensure that all digital records and reporting processes are audit-ready and accessible across systems.
• Proactively identify and address compliance gaps or emerging training needs within the organization.

Apprenticeships & Early Careers

• Strategically leverage the apprenticeship levy to enhance internal capabilities and attract new talent to the industry.
• Oversee the complete lifecycle of apprenticeship programs, including managing provider relationships and ensuring readiness for End-Point Assessment (EPA).
• Advocate for apprenticeship opportunities across operational and professional roles while tracking success rates and transition into post-apprenticeship employment.

Leadership & Management Development

• Design and deliver targeted leadership programs for first-time leaders, mid-level managers, and senior executives.
• Integrate coaching, mentoring, and action learning throughout leadership programs to enhance effectiveness.
• Ensure all leadership development initiatives align with performance frameworks and business objectives.

Succession & Internal Talent Pipelines

• Collaborate with HR Business Partners and Talent Acquisition to identify critical roles and development needs for successors.
• Develop career pathing frameworks aligned with business growth to support internal mobility and succession planning.
• Implement high-potential programs with measurable outcomes for participant progression and talent bench strength visibility.

Digital Enablement & Learning Experience

• Lead the development of digital learning platforms, including Learning Management Systems (LMS), Learning Experience Platforms (LXP), and AI-driven tools to create personalized learning journeys.
• Support the creation of mobile-friendly and accessible content that promotes learning in the flow of work.
• Utilize data analytics to evaluate learning effectiveness, engagement, and return on investment; benchmark against industry standards to promote learning innovation.

People & Team Leadership

• Build and lead a high-performing L&D team, fostering professional development and strategic partnerships with the business.
• Promote collaboration with operational leaders to ensure learning initiatives meet real-world application needs.
• Champion inclusivity, psychological safety, and equitable opportunities for professional development within the team and the organization.

Stakeholder Engagement & Governance

• Work closely with Compliance, Operations, and HR teams to identify training needs and mitigate training-related risks.
• Maintain robust governance and reporting practices for all L&D activities to ensure accountability.
• Present learning impact assessments to senior leaders and regulatory bodies with clarity and confidence, serving as the voice of learning in wider organizational initiatives.

Person Specification:

Suitable candidates will have significant experience in leading enterprise-wide L&D strategies within regulated environments, particularly in the construction sector, or similar with a mix of office and field-based employees across the UK. You will have an in-depth understanding of adult learning theory, learning design principles, and digital learning platforms. As well as strong familiarity with apprenticeship delivery models, funding regulations, and compliance frameworks (e.g., ESFA, Ofsted). A demonstrated success in delivering leadership development and internal succession programs at scale. Familiarity with learning audits, inspections, and training provider managementis also important.

Our client is also looking for expertise in apprenticeship management and provider relationships. Strong analytical skills for data analysis and impact evaluation and experience in rolling out cutting-edge AI tools to enhance leadership development and maximize grant funding for training integration.

If you are a strategic thinker with a passion for developing talent and driving organizational success through innovative learning solutions, we want to hear from you! Join our clientand help thembuild a future-ready workforce in the construction sector.