Learning and capability strategy

• Work with business leaders, Technical Learning teams and subject matter experts to define the skills, experiences and capabilities required for future talent.
• Shape learning outcomes and pathway design that reflect both business priorities and learner needs.
• Ensure technical, professional and professional skills learning come together into a coherent learner journey.
• Champion innovation and continuous improvement, bringing new ideas and external thinking into the portfolio where appropriate.
• Support the continued evolution of key pathways, including Summer Vacation Scheme and Industrial Placement programmes.

Driving implementation through partnership

• Work closely with the Head of Early Careers Delivery to translate portfolio priorities into clear plans and successful implementation.
• Partner with the Early Careers Delivery team to ensure programmes are delivered effectively and learner experiences remain aligned to business needs.
• Partner closely with Professional Education to ensure qualification requirements, learner experience, programme design and business priorities remain aligned.
• Play an active role in shaping how qualification pathways evolve alongside wider Early Careers learning and workforce priorities.
• Build strong relationships across Talent Acquisition, Technical Learning and the wider learning function to ensure a joined-up experience for learners.
• Act as the voice of Tax & Legal within the wider Early Careers community and bring firmwide insight back into the portfolio.

Governance and impact

• Use data, insight and stakeholder feedback to understand programme effectiveness and inform future priorities.
• Agree and track meaningful measures of success across the Tax & Legal portfolio, demonstrating learner, capability and business impact.
• Build sponsorship and support for change through effective stakeholder engagement and governance.
• Ensure portfolio decisions, risks and dependencies are understood and actively managed.

Connect to your skills and professional experience

You'll be someone who enjoys building strong relationships and understanding what makes a business successful. You're curious about how people develop, how capability is built and how organisations create the conditions for future talent to thrive.

You are comfortable working with senior stakeholders, bringing together different perspectives and helping teams navigate complexity. You're equally able to think strategically about the future and focus on what needs to happen today to create meaningful outcomes for learners and the business.

Most importantly, you'll bring credibility, sound judgement and a collaborative approach, building trust across the business and wider learning community to drive positive change.

Your Experience

• Significant experience leading Early Careers within a complex and ideally regulated organisation.
• Strong strategic business partnering experience, with the ability to translate workforce and capability requirements into clear priorities and investment decisions.
• Strong understanding of professional qualifications, apprenticeships and regulated development pathways and the role they play in learner success and workforce capability.
• Experience leading change and evolution within a complex portfolio, balancing immediate business needs with longer term priorities.
• Proven ability to influence senior stakeholders and drive change across a matrix organisation.
• Experience using data, insight and commercial evidence to shape decisions, measure impact and demonstrate value.
• Experience working across business, learning and specialist functions to deliver shared outcomes.

Your Skills and behaviours

• Strategic partner: understands business priorities and translates them into clear workforce and capability outcomes.
• Influential collaborator: builds trusted relationships across business, learning and talent teams to create alignment and momentum.
• Commercially minded: balances learner needs, business priorities and investment decisions to maximise impact.
• Outcome focused: brings clarity to complex challenges and maintains focus on measurable results.
• Curious and innovative: continually looks for opportunities to improve learner experiences and portfolio performance.
• Credible leader: brings confidence, judgement and challenge, whilst creating strong stakeholder engagement and sponsorship.

Connect to your business - Enabling Functions

Collaboration is central to everything we do at Deloitte. From IT to HR, marketing and more, our teams help to support the wider business in everything they do. Bringing your individual skills and specialist knowledge, you can make a far-reaching impact. Come join us.

Human Resources

At Deloitte, Human Resources is transforming. We are already an award-winning HR team but we’re not resting there. We want to make an impact that matters for our people, our clients and for society. To achieve this, we're firmly embedding HR into the business, advising and innovating along with our business leaders.

Personal independence

Regulation and controls are standard practice in our industry and Deloitte is no exception. These controls provide important legal protection for both you and the firm. We are subject to a number of audit regulations, one of which requires that certain colleagues abide by specific personal independence constraints (e.g., in relation to any financial interests and employment relationships). This can mean that you and your "Immediate Family Members" are not permitted to hold certain financial interests (shares, funds, bonds etc.) with audit clients of the firm, and also prohibitions on certain employment relationships (e.g., you are not permitted to hold a secondary employment role with SEC audit clients of the firm whilst being employed by the firm). The recruitment team will provide further detail as you progress through the recruitment process or you can contact the Independence team upon request.

For a full job description, please visit our online Deloitte Careers portal.