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
Salary:
- National (Edinburgh and Leeds): £43,300–£65,000 per annum
- London: £46,400–£69,500 per annum (based on skills and experience) Grade: Senior Associate – Corporate
Recruitment Contact:
Application: Submit through our online portal only—emails or social media applications will not be accepted.
About The FCA And Team
We regulate financial services firms in the UK to ensure fair, thriving, and effective markets. By joining us, you’ll help protect consumers, drive economic growth, and shape the future of UK financial services.
The Organisational Capability team collaborates with leadership to develop capabilities that align with our mission. We also partner with wider business functions to identify and deliver training and professional development.
This role presents an opportunity to design and deliver a AI and data upskilling programme, fully integrated with the FCA’s evolving digital capability model.
Skills Required
The FCA is transitioning from standalone approaches to an AI, data, and business skills integrated capability model. Over six months, you’ll:
- Sequence skills development with tooling and technological capabilities.
- Move colleagues beyond awareness to applied, role-specific use of AI and data.
- Foster professional judgement, process thinking, and responsible automation adoption.
Your work will drive greater AI maturity and a data-driven mindset throughout the organisation, enabling colleagues to use technology safely and effectively.
Responsibilities
- Design learning interventions: Develop AI literacy, data literacy, and business skills—translating strategies like tool readiness, professional judgement, and safe AI adoption into practical, applicable experiences to build confidence.
- Align learning with tech adoption: Collaborate with HR, Digital Transformation & Innovation (DTI), and business stakeholders to ensure training reinforces trust, process thinking, and workflow efficiency.
- Define tool readiness: Map out cross-functional capability requirements for AI/data adoption, ensuring alignment with organisational needs for scalable implementation.
- Scenario-based learning: Create role-specific, workplace-grounded learning grounded in real organisational workflows, enabling direct application of AI/data competencies in daily responsibilities.
- Proactive judgement training: Embed ethical AI awareness, data governance insights, and effective manager role modelling to drive safe, principled technology use.
- Pilot and refine: Conduct pilot tests of learning interventions, measuring behavioural or process outcomes to iterate based on data-driven stakeholder feedback.
- Stakeholder engagement: Work across hr, dtl, and business areas to co-create strategic, relevant, and scalable learning solutions.
- Strategic capability influence: Shape integrated AI, data, and digital upskill paths—connecting training, tooling, and governance to foster capability alignment and future skills development.
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Skills
Minimum Requirements
- Experience designing learning solutions for digital, data, or AI upskilling.
- Track record embedding learning within technology adoption/transformation programmes.
- Ability to perform skills assessments and define capability development pathways.
Essential Qualifications
- Integrated AI/data/skill learning design: Ability to merge AI/tech literacy with business competencies into cohesive interventions.
- Capability maturity alignment: Design for varying maturity levels—from awareness, to role-focused automation, to advanced scenarios.
- Scenario-oriented approach: Build role-specific, applied learning endorsed by real-organisational workflows.
- Tools expertise: Grounded knowledge of platforms like data visualisation (Power BI), workflow tools (e.g., Power Automate), and AI systems (e.g., Copilot/agent-based tools) with understanding of their business applications.
- Strategic collaboration: Prosvenience aligning HR, technology, and business stakeholders, and translating high-level concepts into practical, work-oriented use cases.
- Data-backed improvement: Experience testing new solutions, analysing behavioural/evaluation feedback, and refining interventions accordingly.
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Benefits
Enhanced work-life balance and wellness:
- 25 days annual leave + public holidays
- Hybrid work model (minimum 50% office hours from September 2024; 60%+ for senior leaders)
- Non-contributory pension (8–12%, depending on age) + life assurance.
Health and support:
- Comprehensive private healthcare (Bupa).
- Income protection insurance + 24/7 Employee Assistance.
Volunteering and extra:
- 35 hours paid volunteering annually.
- tailored benefits adjustable around your needs through a flexible benefits scheme.
See full list of benefits and [recruitment process guidelines].
Our Inclusive Culture
We thrive on diversity, championing an equitable, bias-free workplace. This foundation fuels better decision-making and forward-looking regulation.
Support for Disability & Neurodiversity
We are a Disability Confident Employer. Applicants who meet core requirements, including those with disabilities, will progress to next stages. In high-volume circumstances, diverse learning pathways may define progression criteria.
Everyone’s style and needs align with our centre of excellence:
- Welcome flexible solutions (part-time, job sharing options) where possible.
- Recruiters assist with adjustments—contact them to discuss tailored support
Useful Deadlines
- Application closing: 23:59 PM on Sunday 12th July
- CV shortlisting: Tuesday 14th July
- Interviews: Thursday 23rd–Friday 24th July
Reminder: Ahead of interviews, inform your recruiter if date conflicts exist. We’re happy to discuss!
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