Head of Learning and Development

Muve Healthcare is scaling care delivery across the UK. The Head of L&D owns the end-to-end learning strategy that keeps our services safe, compliant, confident, and consistently excellent
—from onboarding and mandatory training to leadership development and specialist pathways.

This is a hands-on leadership role: you’ll set the strategy, build modern learning systems, and get training delivered in the real world (shift patterns, mixed digital confidence, multi-site pressure, urgent compliance needs). You’ll lead a team of 3 and work tightly with Operations, Quality, HR, and Registered Managers.

• Services maintain strong training compliance and are inspection-ready as standard (not as a panic exercise).
• Onboarding is faster, consistent, and produces staff who are competent and retained.
• Clear capability frameworks exist for:
  Care Staff → Senior → Team Leader → Deputy → Registered Manager.
• Muve has a repeatable model for developing and promoting great leaders.
• Training is measured by impact (competence, incidents, retention), not just completion.

1) L&D strategy for residential care

• Create and deliver the L&D strategy aligned to Muve’s growth plans and quality standards.
• Build a structured learning ecosystem across: onboarding, mandatory training, role-based competence, leadership, specialist care pathways.
• Ensure learning supports safe, person-centred care and consistent practice across homes.

2) Training compliance and inspection readiness

• Own training compliance performance (mandatory/renewals/overdue actions) across all services.
• Ensure training records, evidence, and competence sign-off are audit-ready for internal governance and external scrutiny (e.g., CQC expectations).
• Develop a clear “training governance” process: reporting, escalation, corrective actions, and service support.

3) Onboarding & early competence

• Design and continuously improve a best-in-class onboarding journey:
• pre-start learning + induction
• shadowing and buddy frameworks
• competence checklists and sign-offs
• Reduce time-to-competence while improving retention and quality.

4) Leadership development for managers and seniors

• Build development programmes for:
• Senior Carers / Team Leaders
• Deputies
• Registered Managers (including new manager transitions)
• Embed practical management skills: supervision, performance, rota leadership, incident learning, culture, safeguarding, quality fundamentals.

5) Learning design & delivery (digital + in-person)

• Oversee content creation and delivery methods (blended learning that actually works in care settings).
• Maintain and optimise the LMS (or select and implement one if needed).
• Ensure training is accessible, inclusive, and suitable for varied learning needs and language levels.

6) Competency frameworks and specialist pathways

• Define role-specific competency frameworks with Operations/Quality (what “good” looks like in practice).
• Build specialist pathways aligned to your service mix (e.g., dementia, learning disabilities, complex needs, behaviours that challenge, medication competence).
• Ensure assessors and managers are equipped to sign off competence confidently.

7) Performance, reporting, and continuous improvement

• Track and report learning KPIs at exec and service level.
• Use data to identify risk, target interventions, and demonstrate impact.
• Run regular training audits and follow through on corrective actions.

8) Team leadership

• Lead, coach, and develop a team of 3—clear objectives, strong delivery rhythm, high standards.
• Build strong working relationships with Registered Managers: supportive, credible, and firm on standards.

• Director of Operations / People / Quality
• Registered Managers, Deputies, Seniors
• Compliance/Clinical Governance (as applicable)
• HR/Recruitment/Onboarding teams
• External providers and awarding bodies (where used)