At a Glance
- Tasks: Lead and shape learning and talent development strategies for a dynamic aviation organisation.
- Company: Join the UK's leading aviation and aerospace regulator with a commitment to safety and innovation.
- Benefits: Enjoy flexible working, generous leave, and a free onsite gym at Gatwick.
- Other info: Embrace hybrid working and continuous learning opportunities in a supportive team culture.
- Why this job: Make a real impact on future leaders and drive organisational growth in a collaborative environment.
- Qualifications: Experience in learning and talent development, with strong leadership and strategic planning skills.
The predicted salary is between 75000 - 75000 £ per year.
Salary: £72,547 up to £75,000 per annum dependent upon experience
Contract Type: Permanent – Full Time
Security Level: BPSS
Base Location: Gatwick – 2 days per week office attendance (to manage existing team)
Visa Restrictions: This position does not offer visa sponsorship
We are the UK's aviation and aerospace regulator and recognised as a world leader in its field. Our activities are diverse, enabling the aviation industry to meet the highest safety standards, and we pride ourselves on our ability to adapt to the constantly evolving aviation environment.
The Role
The Learning and Talent Manager is responsible for shaping and delivering our organisation‑wide approach to learning, talent development and early careers. This includes leading the design and delivery of a cohesive development offer for the Executive Committee (ExCo) and wider leadership population, ensuring senior leaders are equipped to drive performance, cultural alignment and future capability across the organisation. The role supports the growth and progression of colleagues from apprentices and graduates to senior leaders ensuring alignment with organisational priorities, workforce planning and future skills requirements. A key focus is the creation of scalable, high‑impact learning and development solutions that build critical organisational capability. The role leads the development and implementation of organisational capability frameworks, including talent and PDC, and contributes as a key delivery lead within the design and implementation of the organisation’s job architecture programme.
The Learning and Talent Manager leads a team of career development and learning professionals, providing strategic direction, coaching and oversight to ensure the successful delivery of all learning, talent and capability initiatives aligned to the CAA People Strategy and ASO delivery.
Executive and Leadership Development
- Lead the design and delivery of a multi‑year Executive Development Programme.
- Lead the design and delivery of a senior leadership curriculum of learning and development programmes.
- Own and lead the continued professional development of the Leadership 50 population to build organisational capability and alignment with the Living Leadership Competencies.
Talent Management
- Accountable for shaping and delivering the CAA’s talent management and succession planning framework, working closely with ExCo to drive a consistent, pan‑CAA approach and build organisational capability.
- Lead the operation of the CAA Talent Board, driving oversight of talent decisions and ensuring delivery of agreed outcomes across the organisation.
- Embed and incorporate the Leadership Competency framework into the colleague and organisational lifecycle.
Learning and Development
- Develop and implement a core learning and development strategy that enhances organisational capability.
- Lead the design and delivery of a compelling management development approach to ensure the CAA delivers its People Strategy.
- Lead the design and delivery of a comprehensive learning portfolio, encompassing mandatory and behavioural (soft skills) programmes to support organisational capability.
- Own and lead the CAA approach to onboarding and Corporate Induction Programme.
- Evaluate learning effectiveness and drive continuous improvement.
- Collaborate with stakeholders to identify learning needs and create tailored solutions.
Early Careers and Graduate Programmes
- Lead and shape the CAA’s early careers strategy, covering internships, placements, graduate and apprenticeship programmes to build future capability pipelines.
- Design and implement structured graduate development programmes that align with strategic business priorities and capability requirements.
- Partner with external training providers to deliver high‑quality apprenticeship experiences.
- Oversee recruitment, onboarding and development of early careers cohorts.
- Track performance and progression of graduates and early careers talent.
Decision Making
- Strategic Planning: Lead the selection and engagement of external providers and partners, ensuring quality, value for money and alignment with organisational objectives.
- Resource Allocation: Manage budgets across CAA corporate learning, apprenticeships and early careers ensuring appropriate procurement. Allocate team responsibilities and ensure capacity to deliver.
- Policy and Compliance: Make decisions on CAA policies related to development and progression.
Influencing Others
- Senior Leadership and ExCo: Influence strategic priorities and investment in talent development. Present impact and ROI of programmes to gain buy‑in.
- Line Managers: Give expert advice on learning and career development.
- External Stakeholders: Build relationships with training providers, universities and professional bodies. Negotiate contracts and partnerships.
- Colleagues: Foster a culture of continuous learning by inspiring engagement in development opportunities and career growth across the organisation. Advocate for inclusive, accessible development pathways, ensuring equitable opportunities to build capability and progress.
Managing Others
- Provide direction, coaching and support to the Organisational Capability learning and career development team. Set objectives, monitor performance and support professional growth.
Cross‑Functional Collaboration & Operational Oversight
- Lead cross‑functional alignment with People & Culture, workforce planning and finance to ensure integrated, organisation‑wide delivery of talent and development initiatives.
- Drive collaboration across departments, enabling effective and joined‑up programme delivery.
- Ensure delivery of high‑quality programmes and services. Manage timelines, risks and reporting across all areas.
Additional Information
For many appointments within the CAA, these roles require access to operationally sensitive infrastructure and/or nationally protected information. For these roles the post holders must undergo national security vetting and achieve the appropriate level of clearance. To be vetted you must have the right to work in the UK so that meaningful checks can be undertaken. If you do not meet these requirements, we may not be able to accept your application. The CAA values high ethical standards and personal integrity among employees. If invited for interview you will be asked to complete a declaration of interest.
Use of Artificial Intelligence
We recognise that many of our candidates find Artificial Intelligence a useful tool to support your application, however all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be rejected on that basis.
Working With Us
We are on a journey towards being increasingly adaptable, where our colleagues collaborate as part of cross‑functional teams. This approach ensures we never stop learning together. It also means that you may become involved in activities that take you out of your day‑to‑day role, providing you with opportunities to develop and grow your career with us. We have embraced hybrid working and offer flexible working patterns, being open to having a conversation about what works for you. We know where and when we work is important in achieving a work‑life balance. We offer a range of excellent benefits such as flexible working arrangements, free onsite gym at Gatwick, discounted gym membership for London, 28 days annual leave, additional 5 day leave purchase scheme, a generous pension scheme and much more!
Our Values
Do The Right Thing, Never Stop Learning, Build Collaborative Relationships, Respect Everyone
Closing Date: Sunday 5th July 2026
Interview Date: Tuesday 21st and Wednesday 22nd July 2026
We reserve the right to close this vacancy early if we receive sufficient applications for the role. Therefore, if you are interested, please submit your application as early as possible. No recruitment agencies please.
Learning and Talent Development Manager employer: Civil Aviation Authority
As a leading regulator in the UK's aviation and aerospace sector, we pride ourselves on fostering a dynamic work culture that champions continuous learning and professional growth. Our commitment to employee development is reflected in our comprehensive benefits package, including flexible working arrangements, a free onsite gym at Gatwick, and generous annual leave, all designed to support a healthy work-life balance. Join us to be part of a collaborative team that values integrity and innovation while shaping the future of aviation safety.
StudySmarter Expert Advice🤫
We think this is how you could land Learning and Talent Development Manager
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
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Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at Civil Aviation Authority!
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Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at Civil Aviation Authority.
We think you need these skills to ace Learning and Talent Development Manager
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at Civil Aviation Authority. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to Civil Aviation Authority and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at Civil Aviation Authority. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to Civil Aviation Authority's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at Civil Aviation Authority
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with Civil Aviation Authority.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
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A full-time HR role at Civil Aviation Authority will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact Civil Aviation Authority and how you would contribute to adapting HR strategies.
