Learning & Development Lead (Fractional)

About the role

Unity Advisory is a scaling business, and we have the chance to build learning the way it should work now, not the way it's traditionally been run. That means development that happens in the flow of real work rather than an annual training calendar, skills-based growth rather than rigid job ladders, and modern tools — including AI-enabled coaching and content — used to personalise learning rather than one-size-fits-all classroom sessions. It's also tightly wired into how Unity already operates: client teams, partner forums, and the probation Check-in / Calibrate / Confirm cycle, rather than a separate, bolt-on training function.

It suits a modern L&D practitioner: someone who designs and personally delivers high-quality learning rather than just commissioning it, is fluent with today's learning technology and comfortable using data (including AI tools) to spot skill gaps and personalise development at scale, and can prioritise ruthlessly across 2.5 focused days a week.

What you'll own

• Onboarding and induction: design a modern, largely self-serve onboarding experience for new joiners across client-facing and enablement teams — digital-first where that's faster and more consistent, human where it matters — so people reach productive contribution fast and probation check-ins have real substance behind them

• Manager and leadership capability: build and run training for Partners, Directors and Functional Leaders on the skills Unity relies on most — giving direct, timely feedback, running Start / Stop / Continue conversations, and calibrating judgement through client teams and partner forums

• Skills-based capability frameworks: define modern, skills-based (not hierarchy-based) frameworks for client-facing and enablement tracks, working with the Reward Lead so learning pathways line up with progression and pay structures

• Learning programmes: design and curate professional and technical skills development using modern, blended formats — bite-sized digital content, peer learning circles, cohort-based programmes — sourcing external providers where that's the better route and building internal content where it isn't

• Modern learning technology: choose and use lightweight, digital-first tools, including AI-enabled platforms, to personalise learning paths, surface skill gaps from real work data, and make development self-serve by default rather than instructor-led

• Culture and ways of working: reinforce Unity's principles — progress over process, collective insight, no surprises — through how learning is delivered: practical and tied to real work, not compliance training for its own sake

• Measurement: use data, not just attendance or completion rates, to track learning impact (behaviour change, feedback, links to probation and performance outcomes) and report to the CPO and Management Team
  

What success looks like in year one

• A modern, largely self-serve onboarding experience that gives every new joiner and their sponsor a genuinely strong start into the Check-in / Calibrate / Confirm cycle

• Partners and Functional Leaders visibly more confident and consistent at giving direct, early feedback

• A live, skills-based capability framework — not a static PDF — that people can see their own growth against
  

What we're looking for

• Senior L&D or organisational development experience, ideally in professional services, consulting or another high-autonomy, expert-led environment

• A strong instructional designer and facilitator — able to build and personally deliver programmes, not only commission them

• Genuinely current on modern L&D practice: skills-based development, learning in the flow of work, and confident, practical use of AI and other modern learning tools rather than legacy e-learning

• A pragmatic prioritiser, comfortable scoping ambitious L&D work into 2.5 focused days a week and sequencing what matters most first

• Confident working directly with senior Partners and Directors, including coaching them on feedback and people skills

• Aligned with Unity's "light scaffolding" philosophy — building structure that backs good leadership, rather than process that replaces it
  

How this role fits at Unity

You'll sit in the People Team alongside the Chief People Officer, the Reward Lead, and People Ops, and work closely with Partners and Functional Leaders across client teams and enablement teams. Much of your impact will run directly through Unity's existing rhythms — client team meetings, partner forums, and the probation Check-in / Calibrate / Confirm cycle — rather than as a separate, bolt-on training function.

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