Senior Learning & Performance in London

The Senior Learning & Performance Specialist leads the design and delivery of learning and performance solutions that strengthen employee capability and support business performance across K2. Working with leaders and stakeholders, the role identifies capability and performance needs, develops targeted interventions and provides specialist expertise on learning, development and performance practices.

Using business insight, performance data and learning evaluation, the Senior Learning & Performance Specialist identifies trends, capability gaps and opportunities to improve performance. Acting as a strategic thought partner, this role shapes leadership and talent strategies, influences succession for critical roles, and coaches senior leaders. The role shapes learning architecture, performance approaches, and capability solutions across multiple teams or functions to strengthen employee capability and drive business performance.

Tasks and Responsibilities

• Sales Enablement & Revenue Partnership: Act as a dedicated strategic partner to Sales Leaders, conducting regular needs analyses to identify friction points in the sales cycle, pipeline generation, and deal execution. Design and optimize role-specific sales onboarding programs to reduce ramp-to-productivity time for new account executives, recruiters, and commercial hires. Drive a culture of continuous sales coaching by equipping sales managers with the frameworks, tools, and feedback mechanisms required to elevate their teams' performance. Collaborate with cross-functional teams (e.g., Marketing, Operations, Leadership) to build and deliver GTM readiness programs, ensuring sales teams are fully equipped to position K2’s services and win in the market. Embed recognized sales methodologies and commercial best practices into everyday workflows to improve win rates, quota attainment, and client retention.
• Learning & Capability Development: Lead the design and delivery of learning and capability programmes that address business priorities, performance gaps and current and future capability requirements. Translate business needs, performance data and stakeholder insight into targeted learning solutions, ensuring interventions address identified capability or performance requirements. Lead the development and continuous improvement of learning content, programmes and approaches, ensuring solutions remain relevant, scalable and aligned with K2’s evolving business needs. Partner with leaders and stakeholders to identify capability priorities and provide specialist recommendations on learning and development approaches that support business performance. Shape learning architecture and scalable standards beyond individual programmes to ensure long-term organisational impact.
• Performance & Organisational Capability: Act as a strategic thought partner on workforce capability and organisational effectiveness, coaching senior leaders on leadership and talent strategies. Influence succession planning for critical roles by identifying systemic capability opportunities. Challenge assumptions, navigate ambiguity, and coach other specialists in L&D practice. Provide specialist guidance to leaders on performance management, employee development and K2 Career Navigation, supporting effective performance conversations, development planning and capability decisions. Analyse learning, performance and business data to identify trends, capability gaps and performance opportunities, using insight to recommend priorities and evaluate the impact of learning interventions. Lead complex or business-critical learning and performance initiatives across multiple stakeholder groups, influencing approaches and ensuring solutions deliver measurable improvements in employee capability and business performance.

What success looks like:

• Learning and performance solutions address identified business and capability priorities and contribute to measurable improvements in employee performance.
• Business and performance insight is effectively translated into targeted learning and capability interventions.
• Leaders receive effective specialist guidance that strengthens performance management, employee development and Career Navigation practices.
• Learning and performance data is used to identify capability trends, influence priorities and demonstrate the impact of interventions.
• Complex learning and performance initiatives are delivered effectively and contribute to organisational capability and business performance.
• Strategic advice and guidance are effectively provided to senior leadership, impacting critical roles and leadership capability.

Skills & Experience:

• Experience designing and delivering learning and performance solutions aligned with business and organisational capability requirements.
• Experience acting as a strategic thought partner to senior leaders, with the ability to coach and influence succession and talent strategy.
• Experience building scalable learning architecture and establishing standards across multiple functions or business areas.
• Experience providing specialist guidance to leaders on performance management, employee development and capability requirements.
• Experience using learning, performance and business data to diagnose capability needs, evaluate impact and inform recommendations.
• Effective facilitation, consulting and communication skills, with the ability to engage and influence managers and senior stakeholders.
• Effective stakeholder management and business understanding, with the ability to translate business challenges into practical learning and performance solutions.