Global Learning & Performance Manager

Global Learning & Performance Manager

Location: London (UK), Copenhagen (Denmark) or Lisbon (Portugal)

About emagine

At emagine, our people are at the heart of everything we do. As a global consultancy, we’re committed to creating an environment where our people can continuously learn, grow and perform at their best.

As part of our global People strategy, we’re investing in building a modern Learning Centre of Excellence that connects learning, leadership, performance and career development. Our ambition is to create a culture where every employee understands how they can develop, every manager has the capability to lead effectively, and learning becomes a driver of organisational performance.

This is an exciting opportunity to shape that future.

The Role

We’re looking for an experienced and ambitious Global Learning & Performance Manager to build and lead emagine’s Global Learning Centre of Excellence.

You’ll be responsible for creating a global approach to learning, leadership development, performance enablement and career growth.

This is a hands-on leadership role for someone who enjoys both developing strategy and delivering practical solutions. You’ll work closely with People Consultants, business leaders and external partners to design programmes, build capability frameworks, oversee our learning platform, and create clear career pathways that enable our people to thrive.

You’ll inherit strong foundations – including our recently launched Sana learning platform, established external leadership programmes and a newly embedded performance framework—and build these into a connected global capability strategy.

As the Learning Centre of Excellence grows, you’ll have the opportunity to shape the future of the function and develop your own team.

Key Responsibilities

Build and Lead the Global Learning Centre of Excellence

• Build and evolve emagine’s Global Learning Centre of Excellence.
• Lead, coach and develop a team of two Learning professionals, with responsibility for future team growth.
• Establish global governance, standards and ways of working for learning across the organisation.
• Create scalable learning products, programmes and services that support business growth.
• Build trusted partnerships with People Consultants, senior leaders and regional stakeholders.

Learning Strategy & Capability Development

• Develop and deliver emagine’s global learning strategy aligned to business priorities and future capability needs.
• Create annual learning roadmaps that support organisational growth.
• Identify emerging skills and capability requirements across the business.
• Build learning pathways that support technical, professional and leadership development.
• Ensure learning is practical, measurable and linked to business outcomes.

Career Development & Capability

• Design and embed emagine’s global career development framework, creating clear and accessible career pathways across functions and job families.
• Partner with People Consultants and business leaders to define career frameworks, progression expectations and critical capabilities for key roles.
• Develop capability frameworks that identify the skills, knowledge and behaviours required for success at each career level.
• Create structured learning pathways within Sana that support career progression and help employees prepare for future opportunities.
• Build transparent development pathways for both people leadership and specialist career routes, recognising that progression looks different for different careers.
• Develop practical career development resources, including career guides, mentoring frameworks, development planning tools and self-directed learning journeys.
• Equip managers with toolkits and guidance to facilitate meaningful career development conversations.
• Support internal mobility by connecting learning, capability and career opportunities across the organisation.
• Use employee feedback, workforce data and business priorities to continuously evolve career pathways and address capability gaps.

Learning Governance

• Establish the Learning Centre of Excellence as the single point of entry for all learning requests across emagine.
• Partner with People Consultants to diagnose learning needs and recommend the most appropriate solutions.
• Create a governance process that ensures learning investment is aligned to strategic priorities.
• Shift the organisation from reactive training requests to proactive capability development.

Learning Technology

• Own the ongoing development and adoption of Sana as emagine’s global learning platform.
• Work with the Learning team to curate engaging digital learning experiences.
• Develop learning pathways, content standards and governance within Sana.
• Use analytics to measure adoption, engagement and business impact.

Leadership & Management Development

• Manage and continuously improve emagine’s external leadership development programmes.
• Oversee the design and deliver internal development programmes for:
• Team Leaders
• First Line Managers
• Experienced Managers
• Create practical manager toolkits that support leadership capability and the performance framework.
• Personally facilitate workshops and development sessions where appropriate.

Performance Enablement

• Partner with the Chief People Officer and People Consultants to embed emagine’s global performance framework.
• Design learning that enables effective coaching, feedback and performance conversations.
• Build capability that supports continuous performance, career development and succession planning.
• Ensure learning and performance are fully integrated across the employee lifecycle.

Supplier & Programme Management

• Build and manage a preferred supplier network across leadership, professional and technical learning.
• Source, evaluate and manage external learning partners.
• Manage learning budgets and contracts.
• Ensure all programmes deliver measurable business value.

Measure Success

• Develop meaningful measures of learning effectiveness and organisational capability.
• Create dashboards using Sana and other people data.
• Measure learning engagement, leadership capability, internal mobility, career progression and performance outcomes.
• Continuously improve programmes using data, employee feedback and business insight.

What Success Looks Like

Within your first 12–18 months you will have:

• Established a trusted Global Learning Centre of Excellence.
• Created a consistent governance model where all learning requests are managed through the Learning COE.
• Increased adoption and impact of Sana as emagine’s global learning platform.
• Developed clear career pathways and capability frameworks for key functions across the business.
• Introduced structured learning journeys aligned to career progression.
• Launched global Team Leader and Manager development programmes.
• Improved manager confidence in supporting performance and career development conversations.
• Built a trusted network of external learning partners.
• Increased internal mobility and visibility of career opportunities across emagine.
• Established meaningful reporting that demonstrates the impact of learning, leadership and career development on organisational performance.

About You

You’ll be someone who enjoys building, creating and improving.

You’re equally comfortable presenting ideas to senior leaders as you are designing a workshop, facilitating a leadership programme or creating learning content.

You enjoy turning strategy into practical solutions and are passionate about helping people realise their potential through learning, performance and career development.

Most importantly, you’ll be excited by the opportunity to build a function that shapes how people learn, develop and grow across a global organisation.

Skills & Experience

You’ll bring:

• Significant experience in Learning & Development, Organisational Development, Talent Development or Capability Development within a global organisation.
• Experience designing and delivering leadership and management development programmes.
• Experience developing career frameworks, capability models or career pathways.
• Experience embedding learning into performance and talent strategies.
• Experience partnering with HR Business Partners or People Consultants.
• Experience managing a Learning Management System or Learning Experience Platform (experience with Sana is advantageous).
• Experience leading and developing small teams.
• Strong project and programme management skills.
• Excellent stakeholder management and influencing capability.
• Experience managing external suppliers and learning budgets.
• Strong facilitation, communication and presentation skills.
• A commercial and data-driven approach to measuring learning impact.

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