Senior Learning and Development Manager in London

This position is fully remote/home based. Applications will be accepted from candidates based in the UK and the following US states: FL, IL, MA, MD, NY, PA, TX, VA.

Role Summary

The L&D manager, in line with our new culture and future changes to our business, will build capability for our leaders to manage and lead in a changing environment, improve employee engagement, and create a culture of continuous learning across the business. They will be a key link between HR, business leaders, and employees to turn business needs into learning action. By identifying skills gaps, designing learning interventions, and delivering or sourcing cost‑effective training that supports business goals, the L&D manager will also work with managers and leaders to make sure learning is practical, relevant, and aligned to performance needs within budget. As a senior member of the P&C leadership team, the role will champion business values and ensure continuous innovation and improvement in line with business priorities and regulatory compliance.

Manager capability development

• Design a structured manager curriculum (e.g. “New Manager Essentials,” “Leading Through Change,” “Coaching and Feedback,” “Performance and Difficult Conversations”).
• Implement blended learning (workshops, e‑learning, peer learning, coaching) tailored to different levels of managers.
• Equip managers with people management skills shown to drive engagement, such as goal‑setting, recognition, coaching, and communication.

Change management support

• Build manager skills to lead change locally: translating strategy, agile ways of working, addressing resistance, and sustaining new behaviors in their teams.
• Integrate change leadership skills into the manager development pathway.

Leadership development and pipeline

• Identify leadership competencies aligned to PLOS’ strategy and values, and design development pathways for emerging, mid‑level, and senior leaders.
• Implement development programs (e.g. high‑potential cohorts, stretch assignments, mentoring) to build a robust internal pipeline.
• Support succession planning by aligning learning plans with critical roles and future organization design.

Learning strategy and governance

• Conduct training needs analysis across functions to prioritize capability gaps with the highest business impact.
• Develop an annual manager and leadership development plan with clear objectives, measures, and budget.
• Manage a centralized learning and development budget.
• Establish evaluation methods (surveys, behavior change, performance metrics) to track results and continuously improve programs.

Culture of continuous learning

• Promote a culture where managers role model learning, share best practice, and support development in their teams.
• C curate cost‑effective learning resources (playlists, toolkits, internal facilitators, and selected external providers).
• Partner with People Business Partners to integrate learning into performance management and talent processes.

Knowledge and Skills

• At least 3 to 5 years of leading in a similar role in industry.
• Coaching and mentoring senior leaders (up to C‑suite).
• Learning and development methods such as online training, e‑learning, and blended methods.
• Training needs analysis aligned to business needs.
• Program design, delivery, impact analysis and evaluation.
• Budgeting and vendor management.
• Learning Management System platform usage.
• Strong communication, presentation, and interpersonal skills.
• Stakeholder management and the ability to influence leaders and managers.
• Project management, organization, and follow‑through.
• Analytical and data literacy skills to assess learning effectiveness.
• Leadership, coaching, and problem‑solving skills.

Qualifications

• A degree in HR, business, psychology, education, or a related field.
• Professional L&D credentials, for example: (US) Certified Professional in Talent Development (CPTD) or Certified Professional in Training Management (CPTM) or Certified Professional in Learning and Performance (CPLP). (UK) Chartered Institute of Personnel and Development (CIPD) Level 5 and above in Learning and Development or Institute of Management (ILM) or similar L&D qualifications.
• An advanced coaching qualification – preferred.

Physical Requirements & Work Environment

• Prolonged periods stationary at a desk and working on a computer.
• Some national and international travel may be required occasionally.
• Some flexibility to work across time zones.

Benefits

• US401(k) with employer match.
• Employee‑sponsored health, dental and vision insurance (Dental and Vision 100% employer paid).
• Paid vacation, 11 public holidays and sick leave.
• Parental leave.
• Birthday and three winter holidays days off.
• Short‑term and long‑term disability insurance.
• 2 days paid time off for volunteering per year.
• Fully remote work environment with stipend on joining for home office.
• UK Private medical insurance.
• Life assurance.
• Income protection.
• Personal accident insurance.
• Pension with up to 10% employer match.
• 25 days holidays, market competitive maternity and paternity leave.
• Birthday and three winter holidays days off.
• 2 days paid time off for volunteering per year.
• Fully remote work environment with stipend on joining for home office.

About PLOS

Building on a strong legacy of pioneering innovation, PLOS continues to be a catalyst in open science, reimagining models to meet open science principles, removing barriers and promoting inclusion in knowledge creation and sharing, and publishing research outputs that enable everyone to learn from, reuse and build upon scientific knowledge. Our work is supported by a highly skilled global in‑house team, partnerships with local scholarly organizations, and the valued contributions of a diverse, international community of scientific researchers.

Equal Opportunity

We’re committed to equal opportunity. We’re working to create a more equitable system of scientific knowledge and understanding. Removing barriers to inclusion and facilitating broad participation of voices is core to our success, inside and out. Beyond accepting distinct perspectives, we seek and support divergent backgrounds among our staff because we know differences strengthen our teams, our work, and our communities. We strongly encourage applicants of all identities to join us as we work towards a future where science is open to all, for all.