Financial Conduct Authority
L&D Consultant – AI and Data Upskilling
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L&D Consultant – AI and Data Upskilling
L&D Consultant – AI and Data Upskilling
Division: Human Resources Department: Organisational Capability Grade: Senior Associate – Corporate Salary: National (Edinburgh & Leeds): £43,300–£65,000 | London: £46,400–£69,500 (based on skills/experience)
Your Key Contacts
External: Benjamin – benjamin.paulon@fca.org.uk Internal: Lauren – Lauren.McHale@fca.org.uk
Application Process: Mandatory submission via the online portal. Social media/email applications will not be accepted.
About The FCA & Team
We regulate financial services firms to ensure fair, effective, and thriving UK markets. By joining us, you’ll drive consumer protection, economic growth, and shape the future of UK finance.
The Organisational Capability team partners with ExCo and leadership to develop capabilities that support our mission. We design professional development and training programmes—such as employee surveys—which inform our strategic priorities.
This role offers an exciting opportunity to design and deliver an integrated AI and data upskilling programme tied to the FCA’s evolving digital capability model.
Key Focus Areas
Our approach shifts from standalone AI/data awareness to a holistic, capability-led model, making training central to safe and effective technology adoption. Over six months, you’ll:
- Sequence AI/data/skill integration alongside tooling and technological uptake
- Advance colleagues from basic awareness to role-specific applied use
- Embed professional judgement, process thinking, and responsible automation in everyday workflows
The goal: drive AI maturity and data-led mindset adoption across the organisation, ensuring colleagues use tools safely, securely, and strategically—enhancing both processes and regulatory outcomes.
Role Responsibilities
Learning Intervention Design
- Craft integrated learning programmes blending AI literacy, data literacy, and core business skills, translating strategic goals into hands-on experiences
- Align upskilling with tool/global adoption, liaising with HR, Digital, Technology and Information (DTI), and business teams
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Capability Alignment
- Define tool readiness requirements by role/cohorT, ensuring capability development meets strategic and scaling needs
Scenario-Based Learning
- Develop role-specific, workflow-driven learning grounded in real organisational challenges, enabling immediate application
Ethical & Judgment-Centric Learning
- Embed training on safe AI usage, data governance, accountability, and manager role-modelling
Pilot, Evaluate, Iterate
- Test-targeted interventions with defined cohorts, measuring impact via behavioural change, process efficiency, and outcome-driven feedback
Stakeholder Partnership
- Engage with HR, DTI, and business functions to co-create scalable, strategic training solutions
Strategic Leadership
- Shape integrated AI/data/digital upskilling, positioning training as pivotal to future skills development
Skills Required
Minimum
- Evidence of designing learning interventions for digital, data, or AI capability
- Experience integrating learning with technology adoption/transformation programmes
- Proven ability to conduct skills assessments and define capability pathways
Essential
- Integrated AI/data capability design: Experience merging data literacy, AI literacy, and business skills into unified programmes
- Maturity-aligned learning design:
- Foundational to advanced: Awareness → Applied Process → Advanced (e.g., workflow/agent design)
- Role-specific, scenario-centred learning expertise
- Practical translation: Ability to turn abstract concepts (e.g., tool readiness, safe AI) into contextualised business use cases
- Technical readiness: Working knowledge of tools/technology (data visualisation platforms, Power Automate, Copilot, agent-based systems), with a focus on behavioural and application relevance
- Stakeholder engagement: Collaboration with HR, technology, and business leaders—aligning learning to strategic priorities
- Data-driven iteration: Experience evaluating learning effectiveness and refining based on feedback/outcomes
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Benefits
- Leave: 25 days + bank holidays
- Hybrid model: Minimum 40% office (50% minimum post-September, 60% for Directors). Adjusting soon for minimum 50%
- Pensions: Non-contributory (8–12% depending on age) + life assurance at 8x salary
- Healthcare/Wellbeing: Bupa private healthcare, income protection, and 24/7 Employee Assistance
- Volunteering: 35 hours paid volunteer time
- Flexible Benefits: Tailored scheme to suit your needs
A full benefits breakdown and recruitment process detail further.
Our Culture & Values
We foster a diverse, inclusive culture in which differences drive innovation and better decision-making. Our commitment to fairness—free of discrimination/bias—supports colleagues to thrive.
- Adjustments for disability: Tailored support available—contact your recruiter if needed.
- Flexible Work: Accommodates diverse needs, including part-time/ job-sharing, where feasible.
Disability Confident
As a Disability Confident Employer, candidates with disabilities or long-term conditions who meet the minimum criteria progress if their experience closely aligns with key requirements. In high-volumes, preference may be given for relevant competency fit.
Timeline
- Advert closes: 11:59pm, Sunday, 12th July
- CV shortlisting: Tuesday, 14th July
- Interviews: Thursday–Friday, 23rd–24th July
Please inform your recruiter of any availability conflicts during this window.
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