Learning and Development Partner (Senior Manager)

About The OpportunityJob Type: PermanentApplication Deadline: 10 May 2026Title Learning and Development PartnerDepartment Learning and DevelopmentLocation TBCReports To Co-Learning Lead, Partnering, Governance and EngagementLevel Level 6We’re proud to have been helping our clients build better financial futures for over 50 years. How have we achieved this? By working together - and supporting each other - all over the world. So join our Chief People Office as part of the Learning & Development function and feel like you’re part of something bigger.Department DescriptionThe Chief People Office department supports the business to ensure the effective management and development of the talent in our organisation, and the effective communication strategy for all our business and regions. It involves having oversight of all aspects of human capital management and corporate affairs which includes a number of areas of expertise working together collaboratively - Resourcing, talent management, learning and development, compensation and benefits, employee relations and organisation development, HR Business Partnering, Corporate Communications and Editorial.Our clients come from all walks of life and so do we. We are proud of our inclusive culture and encourage applications from the widest mix of talent, whatever your age, gender, ethnicity, sexual orientation, gender identity, social background and more. As a flexible employer, we trust our people to perform their role in the way that works best for them, our clients and our business. We are a disability-friendly company and would welcome a conversation with you if you feel you might benefit from any reasonable adjustments to perform to the best of your ability during the recruitment process and beyond.About Your TeamWe’re here to help our colleagues develop the knowledge, skills, and behaviours they need to thrive in their careers at Fidelity. You’ll join a welcoming, diverse, global team of learning professionals who believe that a growth mindset and the right learning experience and resources deliver business outperformance. We don’t believe in training for training’s sake and will always start by asking ‘what is the problem we are trying to solve?’About Your Role

• Strategic Advisor: Act as a strategic advisor to the business (GOC -1/2), Head of HR and HR Business Partners, aligning learning and development initiatives with business goals and strategies
• Data-Driven Problem Solver: Leverage data to help solve talent-related problems in the business. Develop skills to find data and draw critical insights from.
• Influential Storyteller: Use influence and storytelling to address real problems and share important information effectively
• Trusted Coach: Provide advice, coaching, and mentorship to colleagues at various levels, building the trust needed to successfully fill that role
• Assess Learning Needs: Evaluate departmental, and organisational learning and development needs. Analyse key people data and liaise with senior management and HR to decipher wants from needs
• Manage Training Budgets: Forecast current and future costs, manage training budgets, and advise on the right course of action
• Evaluate Learning Interventions: Evaluate the success of learning interventions and report to senior management. Keep abreast of the latest learning and development products and approaches
• Identify Skills Gaps: Identify skills gaps and future learning requirements in line with Fidelity’s skills strategy and taxonomy.
• Deliver Learning Strategies: Implement learning and development strategies, curate learning content and assess relevant learning and development options
• Compliance and Documentation: Ensure all learning programmes comply with organisational policies, industry regulations, and quality standards. Maintain accurate documentation and records related to training programmes and delivery processes

• Ability to act as a performance consultant, diagnosing learning needs through consultation with senior stakeholders and turning this analysis into recommendations about impactful solutions in line with Fidelity’s global learning offerings and standards.
• Proven experience in aligning learning initiatives with business goals and strategies, and collaborating with senior leadership.
• Proficiency in data analysis and the ability to draw insights from data to solve talent-related problems.
• Excellent communication and presentation skills, with the ability to use storytelling to convey important information and influence stakeholders.
• Experience in conducting learning needs assessments, analysing key people data, and collaborating with senior management and HR.
• Experience in forecasting and managing training budgets, and advising on cost-effective learning solutions.
• Ability to evaluate the effectiveness of learning interventions, report findings to senior management, and recommend improvements.
• Ability to identify current and future skills gaps in line with Fidelity’s skills strategy and taxonomy, and curate learning content to address these gaps.
• Proven experience in implementing learning and development strategies, and assessing relevant learning and development options.
• Experience in providing coaching and mentorship to colleagues at various levels, and building trust and rapport with team members.
• Knowledge of organisational policies, industry regulations, and quality standards, and experience in maintaining accurate documentation and records related to learning programmes.
• Experience in working with global cross-functional, virtual, and diverse teams