Ops Training and Enablement Specialist

Hybrid (based in our Canary Wharf office, option to work from home 1-2 days a week) | Full-time Salary: Up to £50k (depending on experience)

Join Us at The Centre for ADHD Research and Excellence: Shaping the Future of Accessible Healthcare. At CARE ADHD, we’re improving access to high-quality ADHD assessment and treatment by making private care more affordable and easier to navigate. We’re client-centred and outcomes-focused, with a strong emphasis on operational excellence: clear ways of working, consistent use of systems, and confident teams who know what “good” looks like.

The Role: Ops Training and Enablement Specialist. This isn’t “training as events” - it’s enablement. You’ll build the capability of our teams to use our systems and processes confidently, consistently, and to a high standard. You’ll personally design and build the training content - not just co‑ordinate delivery. You’ll design and deliver onboarding and refresher journeys, run release/readiness training for system and process changes, and create practical tools (job aids, playbooks, clinics) that make best practice easy to follow.

A core part of the role is developing a network of system/process champions: people who model good practice, support peers, and help embed operational excellence day‑to‑day. You’ll close the loop from issues, QA/audits, and feedback back into enablement and SOP updates, so learning continually strengthens how we operate.

What You’ll Do

• Design and build training (end-to-end): Own the full training lifecycle for operational systems and processes: needs analysis → learning objectives → content design → delivery → evaluation → iteration. Build high-quality training assets, such as session decks, facilitator notes, walkthroughs, short videos, job aids, knowledge checks, and scenario-based exercises. Translate SOPs and workflows into practical, role‑specific training that works on a busy day.
• Build enablement that sticks (not just training sessions): Define role-based learning journeys: what each ops role needs to know, how they learn it, and how capability is sustained over time. Establish a simple rhythm for onboarding, release training, refreshers, and always‑on support (clinics/office hours).
• Onboard and upskill operational teams: Deliver onboarding for new starters covering core systems, processes, and “what good looks like”. Run refresher training where teams need extra confidence (new features, tricky workflows, common pitfalls).
• Release & change enablement: Partner with Implementation and Operations to deliver release readiness training: what’s changing, why, role impacts, effective dates, and required actions. Ensure training content and job aids are updated in step with SOP/process changes so teams always have the latest guidance.
• Build a network of champions: Identify, train, and support system/process champions across teams. Equip champions with toolkits, coaching guides, and best‑practice patterns so they can support peers and reinforce standards day‑to‑day.
• Close the loop from issues → learning → better practice: Use QA findings, operational issues, audit insights, and frontline feedback to identify enablement gaps. Refresh training and materials to reduce repeat errors, rework, and uncertainty — improving consistency and confidence.
• Keep enablement content organised and current: Maintain a clean, findable library of training materials and recordings (clear naming, versioning, and retirement of outdated content). Work with process owners to keep enablement assets aligned to the operational single source of truth.

Important note: You won’t own clinical training - this role focuses on operational systems, workflows, and ways of working.

Essential

• Experience designing and delivering operational training and enablement to internal teams (systems + processes, not soft‑skills‑only).
• Strong facilitation skills: you can teach, coach, and build confidence with people at all levels.
• A track record of improving adoption and best practice (not just delivering sessions).
• Experience supporting digital change (new tools, updated workflows, releases).
• Excellent written communication: you can turn complex workflows into simple, usable guidance.

Preferred

• Experience building champion networks or “super user” programmes.
• Experience in a regulated or quality‑sensitive environment (healthcare is helpful, but not required).
• Familiarity with knowledge/training tools (LMS, Notion/Confluence/SharePoint) and basic reporting.

Desirable qualities

• You care deeply about operational excellence and take pride in enabling others to do great work.
• You’re practical and learner‑centred: you design for real‑world constraints and busy days.
• You bring structure without bureaucracy, balancing pace with quality.
• You’re proactive, organised, and comfortable working across multiple teams and priorities.

What Success Looks Like

In the first 90 days: Clear onboarding journeys exist for core ops roles, with practical materials that people can use independently. A regular enablement cadence is live (clinics/office hours/webinars), and common “how do I…?” questions are reducing. A first cohort of champions is identified, trained, and actively supporting peers.

What We Value

Care is at the heart of who we are — in how we support clients, and in how we treat each other as colleagues. Skills and experience matter, but it’s our mindset and behaviours that shape the culture we’ve built and protect it as we scale.

• Kindness— treating colleagues, partners, and clients with respect and care.
• Transparency — being open and honest, building trust at every level.
• Reflection — pausing to learn, adapt, and grow together.
• Growth mindset — embracing feedback and challenge as opportunities.
• Accountability — owning outcomes and focusing on solutions, not blame.
• Collaboration — sharing ideas, supporting one another, and celebrating collective success.

What You Can Expect

• Salary up to £50,000
• Hybrid (based in our Canary Wharf office with the option to work from home 1-2 days a week)
• 25 days’ holiday + UK bank holidays
• Team get‑togethers
• A paid day off on your birthday
• Office equipment when you join
• Pension contribution
• Be part of one of the UK’s most ambitious HealthTech start‑ups — with plenty of opportunity for career growth

Our Hiring Process

We aim to make our hiring process as streamlined as possible. Successful applicants will have: A call with our Talent Acquisition Specialist, Interview with the hiring manager(s), Skills assessment, Offer.

Apply with Confidence

Studies show that men apply for roles when they meet around 60% of the qualifications, whereas women and other marginalised groups often apply only if they meet every requirement. If you believe you’re a great fit but don’t meet every single requirement, we encourage you to apply. At CARE ADHD, we’re committed to building a diverse and inclusive environment. We encourage applications from candidates of all backgrounds, especially those from historically marginalised communities, as we work together to create a more equitable future.