Head of Learning & Development

Red Ember Recruitment is seeking to appoint a commercially focused and execution-driven Head of Learning & Development based in the Somerset West area to support a rapidly expanding restaurant group operating across 100+ restaurants. The successful candidate will be responsible for building and scaling capability across the business by developing high-impact learning frameworks, leadership pipelines, and operational training solutions that directly improve restaurant performance, consistency, and readiness for expansion. This role requires a strategic yet hands-on leader who can translate business objectives into practical, scalable learning interventions across entry-level, supervisory, and management levels within a high-volume operational environment. Learning Strategy & Architecture Develop and execute a group-wide Learning & Development strategy aligned to organisational growth objectives. Build structured learning pathways across operational, supervisory, and management roles. Design competency frameworks that support career progression and leadership readiness. Align learning initiatives with operational performance requirements and future business needs. Establish scalable learning models that support rapid business expansion. Training Delivery & Operational Execution Oversee the delivery of onboarding, operational skills, compliance, and leadership development programmes. Ensure consistent training standards and execution across all restaurant locations. Drive operational readiness for new store openings through structured training interventions. Monitor training effectiveness and implement continuous improvements. Ensure learning delivery supports operational efficiency, customer experience, and service excellence. Leadership & Team Management Lead and manage the Learning & Development function, including: Training Administration Content & Programme Design Management Trainers Skills Trainers Early Talent Pipelines Build a coaching-led culture focused on capability development and operational excellence. Mentor and develop internal training teams to improve delivery quality and consistency. Drive accountability and performance within the L&D department. Content Development & Programme Design Oversee the development and standardisation of training content and learning materials. Ensure all learning content is operationally relevant, scalable, and aligned to business standards. Support the digitisation of learning content and blended learning methodologies. Ensure learning interventions remain current, engaging, and commercially effective. Collaborate with operational leadership to identify training gaps and capability requirements. Talent Pipeline & Succession Support Partner with Performance & Talent teams to strengthen leadership pipelines across the business. Support succession planning initiatives and Individual Development Plans (IDPs). Build development programmes that accelerate internal growth and promotion readiness. Contribute to long-term workforce capability planning. Operational Performance Support Align training interventions to operational KPIs including: Labour productivity Audit and compliance outcomes Customer experience metrics Operational consistency Management capability Use learning initiatives to improve operational execution and business performance. Support restaurant leadership teams through targeted capability interventions. Systems, Reporting & Analytics Manage learning systems, reporting structures, and training tracking processes. Provide Exco and operational leadership with training insights and performance analytics. Monitor training completion rates, competency progression, and capability outcomes. Use data-driven insights to improve learning effectiveness and operational performance. Build scalable training infrastructure to support ongoing expansion and new store openings. Ensure learning capability evolves alongside business growth requirements. Support high-volume operational environments through agile and practical training solutions. Requirements Applicable tertiary qualification essential. L&D / ETDP qualification essential. Alternatively: CIPD Level 5 or 7 or CPTD (ATD) with exposure to QCTO/SETA environments Minimum 7–10 years’ experience within Learning & Development. Proven experience leading multi-site training teams. Strong digital Learning & Development capability. Experience within QSR, retail, FMCG, hospitality, or other high-volume operational environments essential. Proven track record building scalable leadership pipelines and operational capability frameworks. Valid driver’s license and willingness to travel between sites if required. Leadership Competencies Execution Discipline Strong focus on practical implementation and measurable delivery. Ability to move strategy into operational execution effectively Strong understanding of operational environments and business realities. Ability to develop training solutions that improve operational performance. Uses reporting, analytics, and business insights to improve capability outcomes. Influence & Stakeholder Management. Strong ability to influence across Operations, HR, and Executive leadership teams. Excellent communication and relationship-building skills. Commercial Mindset Understands the commercial impact of capability development on operational performance and growth. Key Performance Indicators Leadership pipeline readiness. Training completion rates. Time-to-competency. Operational performance improvements. Training quality and consistency. New store readiness and onboarding success. Internal promotion and succession metrics.