Role: Learning & Development Manager

Location: York

Salary: £25k - £35k

Sector: Legal

Type: Part time (3 days a week)

Learning & Development Manager role:

To deliver comprehensive training across the Firm’s offices, covering core legal as well as soft skills development, legal technology, regulatory updates, and new areas of law. The role is responsible for designing and facilitating learning programmes in various formats including in-person sessions, e-learning, webinars, and workshops.

Working in close partnership with HR and senior management, identifying training needs, contribute to the creation of individual and team performance plans, and support career development pathways through mentoring, coaching, and structured learning interventions. The role also includes the design and delivery of induction programmes for new joiners and trainees, ensuring a consistent and effective onboarding experience.

Accountable for ensuring firm-wide completion of mandatory annual learning, maintaining up-to-date training records, and ensuring compliance with regulatory requirements, including those set by the Solicitors Regulation Authority (SRA). To regularly evaluate training outcomes, update content in line with legal and business developments, and contribute to the firm’s strategic objectives through continuous improvement of the learning offering. To combine operational delivery with strategic oversight to build capability, support performance, and drive professional development across all levels.

Training Delivery & Content Development

• Develop and deliver training across core legal disciplines emerging areas of law
• Design and facilitate soft-skills workshops (communication, negotiation, client care, emotional intelligence) in line with essential competencies
• Maintain and update training curricula to reflect legislative changes, regulatory updates e.g. SRA and CILEX professional standards and new software tools
• Use a mix of delivery formats: instructor-led workshops, e-learning modules, webinars, role-plays and reverse-mentoring.
• Evaluate training impact through qualitative feedback and performance metrics, adjusting content accordingly.

Learning Needs Analysis & Strategic Planning

• Collaborate with Senior Management and HR to identify training and development gaps, drawing on performance reviews and business needs.
• Conduct Training Needs Analyses (TNAs) via call audits, observation or stakeholder feedback
• Partner with HR to integrate training outcomes into individual performance plans and continuous professional development pathways.
• Advise on future-facing skills, such as legal technology, AI literacy and adaptability, to support business transformation.

Induction & Annual Learning Compliance

• Design and implement structured induction programmes for new starters, trainees and lateral hires across legal and support functions, ensuring comprehensive coverage of organisational processes and compliance requirements.
• Ensure that all staff complete mandatory annual learning, tracking compliance and generating audit-ready completion reports.
• Refresh induction materials annually to reflect practice changes and new systems/software implementations.
• Monitor onboarding progress, provide one-to-one coaching and escalate any gaps to supervisors or HR.
• Introduce blended learning approaches (such as e-learning, workshops, and coaching circles) for maximum engagement

Performance Management & Mentoring

• Work alongside HR and senior management to create and monitor individual performance and development plans aligned to role expectations.
• Act as a coach or mentor for legal professionals at varying levels, providing constructive feedback and guidance.
• Support succession and career development schemes (e.g. graduate schemes, trainee rotations) with tailored training interventions.
• Facilitate peer coaching and reverse-mentoring between junior and senior staff to promote knowledge-sharing and tech upskilling.

Collaboration & Stakeholder Engagement

• Collaborate with department heads, fee earners, HR, and the leadership team to ensure that training aligns with business priorities and operational needs.
• Source and liaise with external training providers/Event organisers or specialists where appropriate.
• Act as a point of contact for learning queries and support colleagues with individual development plans or learning pathways.
• Provide coaching, mentoring, and support to encourage continuous professional development across the firm.

Training Administration & Governance

• Maintain comprehensive records of all training activity—attendance, completion, evaluation, outcomes and performance follow-up.
• Proactively review and update all training materials to ensure they remain accurate, current, and relevant.
• Coordinate scheduling, resources and venues for training programmes across offices or delivery modes.
• Regularly review training quality and effectiveness; propose improvements and new initiatives in partnership with senior leaders.
• Any ad hoc requests made by senior management

Qualifications & Experience Required

• Minimum of 3 GCSE’s at grade 4 and above (or equivalent).
• Relevant academic and/or professional legal qualifications; training or education certifications are beneficial.
• Strong presentation, communication, and facilitation skills for both legal and soft skills training.
• In-depth, up-to-date knowledge of core legal disciplines (Desirable)
• Experience designing, delivering, and evaluating legal training programmes, including induction and CPD.
• Competence in instructional design and adapting content for different learning styles.
• Experience working in legal practice (Desirable).
• Ability to collaborate with senior management, HR, and diverse legal professionals to align training with business needs.
• Commitment to ongoing professional development, regulatory compliance, and continuous improvement in legal education.