Senior Manager, Learning & Development – UK & CE

At Freshfields, we believe that exceptional talent deserves exceptional development. As a global leader in legal services, we are committed to fostering a culture of continuous learning and innovation. We are now seeking a dynamic and strategic Senior Manager to lead our Learning & Development efforts across the UK and Central Europe. This is a pivotal role for an experienced L&D professional who thrives on shaping impactful learning strategies, driving business performance, and partnering with senior stakeholders to unlock the full potential of our people.

Joining Freshfields means becoming part of a collaborative environment where your expertise will influence the growth of our firm and the careers of our people. If you are passionate about learning, adept at navigating complex organisations, and ready to lead transformative initiatives, we invite you to explore this exciting opportunity.

Key role responsibilities

Strategic L&D Leadership: Develop and execute a comprehensive L&D strategy that supports the firm's growth objectives, focusing on key areas such as leadership development, talent management, and employee engagement.

Commercial Acumen: Leverage your understanding of the firm's business model and market dynamics to design L&D programs that drive commercial success. This includes identifying skill gaps, anticipating future workforce needs, and aligning training initiatives with the firm's strategic priorities.

Stakeholder Collaboration: Partner with senior leaders and key stakeholders across the organisation to ensure L&D initiatives are aligned with business goals. Act as a trusted advisor, providing insights and recommendations on how L&D can support the firm's growth strategy.

Innovative Program Development: Design and deliver cutting-edge L&D programs that incorporate the latest industry trends and best practices. Utilise technology and digital learning platforms to create engaging and scalable training solutions.

Performance Metrics and Analysis: Establish and monitor key performance indicators (KPIs) to measure the effectiveness of L&D programs. Use data-driven insights to continuously improve and optimise training initiatives, ensuring they deliver measurable business impact.

Change Management: Lead and support organisational change initiatives through effective L&D strategies. Equip employees with the skills and mindset needed to navigate change and drive business transformation.

Leadership and Team Development: Build and lead a high-performing L&D team, fostering a culture of collaboration, innovation, and excellence. Provide coaching and development opportunities to team members, ensuring they have the skills and capabilities to support the firm's growth.

Budget Management: Manage the L&D budget effectively, ensuring resources are allocated to initiatives that deliver the highest return on investment. Identify opportunities for cost savings and efficiencies without compromising the quality of training programs.

Strategic Leadership & Vision:

• Lead the development and execution of a comprehensive regional L&D strategy for the UK and CE, aligned with global frameworks and firm business objectives. This includes identifying key priorities, setting measurable goals, and addressing current and future talent needs.
• Drive a firm-wide culture of continuous learning, implementing initiatives that encourage employee ownership of development and knowledge sharing.
• Proactively partner with senior leadership and HR Business Partners to translate strategic business priorities into impactful learning solutions.
• Establish robust metrics to evaluate L&D effectiveness and ROI, using data to continuously improve offerings and demonstrate value.
• Stay abreast of the latest L&D trends, best practices and methodologies (eg assessment), applying them appropriately within the firm. Leads on the adoption of emerging technologies and advancements. Identify appropriate target groups for testing new tools.

Stakeholder Partnership & Collaboration:

• Forge strong, collaborative relationships with practice group leaders, business services heads, and HR Business Partners to deeply understand their development needs and challenges, acting as a trusted advisor.
• Work closely with the Global Head of L&D to align region initiatives with the global strategy, provide region-specific input, and contribute to global flagship programs.
• Develop and sustain close, productive relationships with the broader HR community, key internal stakeholders (e.g., IT, Knowledge Management), and external stakeholders.
• Serve as the primary L&D point of contact for designated practice groups, building strong relationships and providing tailored support on their learning and development needs.

Program & Curriculum Management:

• Take ownership and provide strategic direction for assigned global flagship programs, ensuring successful region adaptation.
• Oversee the design and delivery of diverse learning programs (leadership, professional skills, technical, onboarding), ensuring engagement and relevance. Lead workshop facilitation where appropriate, including client workshops.
• Strategically manage the regional nomination process for global programs, ensuring fair access for high-potential talent aligned with development plans.
• Effectively work with L&D administration within HR Operations to ensure efficient support for local and regional training, including logistics and record-keeping.

Vendor & Resource Management:

• Lead the identification, selection, and management of external training providers for outsourced sessions, ensuring value, quality, and alignment with firm needs, including detailed specifications and contract negotiation. Adopts and appropriate commercial mindset when selecting and negotiating with Vendors.
• Effectively manage the regional L&D budget, ensuring strategic and cost-effective resource allocation for maximum impact.

Talent Development & Consulting:

• Proactively understand regional talent challenges, including emerging skill gaps, and develop targeted learning interventions to address them and support talent development.
• Offer expert specialist consulting support in L&D disciplines to the wider team and business, providing guidance on best practices.

Key skill requirements:

• Leadership and Management Skills: The ability to lead and manage a team effectively, including setting goals, providing feedback, and fostering a positive work environment.
• Strategic Thinking: The capability to develop and implement L&D strategies that align with the organisation's goals and objectives.
• Communication Skills: Excellent verbal and written communication skills to effectively convey information and ideas to various stakeholders.
• Project Management: Experience in managing multiple projects simultaneously, ensuring they are completed on time and within budget.
• Training and Development: In-depth knowledge of training methodologies, adult learning principles, and instructional design.
• Executive facilitation: Strong capability in workshop facilitation with large and small groups – in-person and virtual delivery.
• Analytical Skills: The ability to analyse data and metrics to assess the effectiveness of L&D programs and make data-driven decisions.
• Technical Proficiency: Familiarity with L&D technologies and tools, such as Learning Management Systems (LMS) and e-learning platforms.

Experience and qualifications required:

• Demonstrable experience in a senior leadership role in Learning or Talent.
• Extensive experience of working in global or regional matrixed organisations.
• Professional services or Legal services (preferred) experience.
• Post graduate university degree in a relevant field for this role.

Inclusion

Freshfields is an equal opportunities employer and all applications received by the firm will be considered by the firm on the basis of their merit alone and we welcome applications from all suitably qualified individuals regardless of background. All offers of employment will be conditional on the candidate having/securing the right to work in the UK and providing the firm with evidence of that right (as required by the Immigration, Asylum and Nationality Act 2006) prior to employment commencing.

Freshfields is a Ban the Box employer. We ask applicants to disclose criminal convictions only when a conditional job offer is made. A conviction does not automatically lead to withdrawal of the offer: we make decisions on a case by case basis and take a number of factors into account (eg the role you are applying for and the circumstances of the offence). You would have the opportunity to discuss the matter with us before we make a decision.