Learning Partner at Lanes Group in West Midlands, England, United Kingdom | Kablio

Role

Description

program design

program delivery

data reporting

needs analysis

compliance management

effectiveness evaluation

The Learning Partner is a strategic role within the Learning & Development team, dedicated to supporting the development needs of key contracts across the Commercial & Industrial (C&I) division. Acting as the vital link between operational delivery and learning strategy, this role ensures that learning initiatives are tailored to contract-specific requirements and drive performance, compliance, and capability development.

Learning Programme Design and Delivery

Embed Lanes’ values and leadership behaviors into all learning content for the C&I division.
Support external audits and regulatory checks by providing evidence and narratives of learning impact.
Design and deliver bespoke learning programmes, inductions, and sessions that enhance capability and drive continuous improvement within C&I operations.
Report outcomes and ROI, leveraging data and insights to inform decisions and demonstrate impact within C&I contracts.
Champion a culture of learning, influence operational buy-in, and build strong relationships across diverse teams within the C&I division.
Act as the primary L&D contact for assigned C&I contracts.
Shape and deliver strategic L&D plans tailored to C&I contract requirements, covering compliance, technical skills, behavioral development, and leadership capability.
Collaborate with HSEQ and the Training & Competence Manager to maintain training compliance across C&I operations.
Partner with operational leaders across the C&I division to diagnose learning needs aligned to contract goals and performance data.
Represent L&D in contract reviews, client meetings, and regulatory audits for C&I contracts.
Evaluate learning effectiveness using robust methods aligned to the Kirkpatrick Model.

Requirements

prince2

cipd level5

change management

learning design

project management

stakeholder management

Knowledge Required

Change management qualifications (Desirable)
Experience with learning technology platforms and digital learning solutions
Digital learning design expertise (Desirable)
Previous exposure to ISO standards (Desirable)
Prince2 or equivalent Project Management certification (Desirable)
Proven experience in a business-partnering L&D role
Project management skills
Strong background in training needs analysis and programme design
Knowledge of water utilities operations (Desirable)
Coaching qualification (desirable)
Experience in utilities or related industrial sector (Desirable)
Adapt learning and coaching strategies to meet localised needs across the Depot Network, Business Development, Rail, AQS, and Utilities.
CIPD Level 5 qualification or equivalent
Demonstrated experience in leading complex learning programs
Proven track record in stakeholder management at senior levels
Advanced facilitation certifications (Desirable)

Benefits

Strategic Learning Support

Salary: Competitive salary on offer

24 Days Holidays plus bank holidays
Death in Service
Employee Assistance / wellness Programme
Company Vehicle
Company Pension

Training + Development

Information not given or found

Interview process

Information not given or found

Visa Sponsorship

Information not given or found

Security clearance

Information not given or found

Company

Overview

1992

Year of Establishment

Founded as a small family drainage firm in Leeds.

250m

Fatberg Clearance

Cleared London’s 250 m fatberg, showcasing engineering expertise.

£215M

Annual Turnover

Exceeds £215 million in revenue, backed by advanced technology and vehicles.

It grew through strategic acquisitions and expansion into new service areas.
It secured major contracts with Thames Water and Southern Water, handling citywide sewer maintenance.
Its work spans large‑scale infrastructure including railway drainage on Crossrail and UV trenchless sewer relining on UK motorways.
Today, it operates a national network of depots, utility hubs and specialist divisions like Lanes‑i, Sapphire and AQS.

Culture + Values

Safety is our number one priority.
We value people and treat them with respect and fairness.
We foster a culture of collaboration, innovation, and accountability.
We are committed to continuous improvement and operational excellence.
We embrace diversity and inclusion in our teams and operations.
We act with integrity and transparency in all our dealings.
We invest in the development and well-being of our employees.

Environment + Sustainability

2035

Net Zero Commitment

Pledges to achieve Net Zero emissions by 2035.

Reduction of carbon emissions through fleet modernization and sustainable practices.
Implementation of sustainable water management solutions across various projects.
Introduction of green technologies in operations to reduce environmental impact.
Use of renewable energy sources where possible, including solar-powered systems.
Continuous monitoring and reporting of environmental impact to ensure alignment with sustainability goals.

Inclusion & Diversity

A culture of inclusion is promoted, valuing diverse perspectives.
Efforts are focused on increasing gender diversity across all levels.
Active recruitment efforts ensure a diverse and representative workforce.
Processes are in place to monitor and improve gender balance within senior management and technical roles.

Articles

Common Recruitment Questions and Answers

How to Apply For a Job at Lanes Group

Our Nationwide Locations

Media Pack & Company Overview

Role

Description

program design

program delivery

data reporting

needs analysis

compliance management

effectiveness evaluation

Learning Programme Design and Delivery

Embed Lanes’ values and leadership behaviors into all learning content for the C&I division.
Support external audits and regulatory checks by providing evidence and narratives of learning impact.
Design and deliver bespoke learning programmes, inductions, and sessions that enhance capability and drive continuous improvement within C&I operations.
Report outcomes and ROI, leveraging data and insights to inform decisions and demonstrate impact within C&I contracts.
Champion a culture of learning, influence operational buy-in, and build strong relationships across diverse teams within the C&I division.
Act as the primary L&D contact for assigned C&I contracts.
Shape and deliver strategic L&D plans tailored to C&I contract requirements, covering compliance, technical skills, behavioral development, and leadership capability.
Collaborate with HSEQ and the Training & Competence Manager to maintain training compliance across C&I operations.
Partner with operational leaders across the C&I division to diagnose learning needs aligned to contract goals and performance data.
Represent L&D in contract reviews, client meetings, and regulatory audits for C&I contracts.
Evaluate learning effectiveness using robust methods aligned to the Kirkpatrick Model.

Requirements

prince2

cipd level5

change management

learning design

project management

stakeholder management

Knowledge Required

Change management qualifications (Desirable)
Experience with learning technology platforms and digital learning solutions
Digital learning design expertise (Desirable)
Previous exposure to ISO standards (Desirable)
Prince2 or equivalent Project Management certification (Desirable)
Proven experience in a business-partnering L&D role
Project management skills
Strong background in training needs analysis and programme design
Knowledge of water utilities operations (Desirable)
Coaching qualification (desirable)
Experience in utilities or related industrial sector (Desirable)
Adapt learning and coaching strategies to meet localised needs across the Depot Network, Business Development, Rail, AQS, and Utilities.
CIPD Level 5 qualification or equivalent
Demonstrated experience in leading complex learning programs
Proven track record in stakeholder management at senior levels
Advanced facilitation certifications (Desirable)

Benefits

Strategic Learning Support

Salary: Competitive salary on offer

24 Days Holidays plus bank holidays
Death in Service
Employee Assistance / wellness Programme
Company Vehicle
Company Pension

Training + Development

Information not given or found

Interview process

Information not given or found

Visa Sponsorship

Information not given or found

Security clearance

Information not given or found

Company

Overview

1992

Year of Establishment

Founded as a small family drainage firm in Leeds.

250m

Fatberg Clearance

Cleared London’s 250 m fatberg, showcasing engineering expertise.

£215M

Annual Turnover

Exceeds £215 million in revenue, backed by advanced technology and vehicles.

It grew through strategic acquisitions and expansion into new service areas.
It secured major contracts with Thames Water and Southern Water, handling citywide sewer maintenance.
Its work spans large‑scale infrastructure including railway drainage on Crossrail and UV trenchless sewer relining on UK motorways.
Today, it operates a national network of depots, utility hubs and specialist divisions like Lanes‑i, Sapphire and AQS.

Culture + Values

Safety is our number one priority.
We value people and treat them with respect and fairness.
We foster a culture of collaboration, innovation, and accountability.
We are committed to continuous improvement and operational excellence.
We embrace diversity and inclusion in our teams and operations.
We act with integrity and transparency in all our dealings.
We invest in the development and well-being of our employees.

Environment + Sustainability

2035

Net Zero Commitment

Pledges to achieve Net Zero emissions by 2035.

Reduction of carbon emissions through fleet modernization and sustainable practices.
Implementation of sustainable water management solutions across various projects.
Introduction of green technologies in operations to reduce environmental impact.
Use of renewable energy sources where possible, including solar-powered systems.
Continuous monitoring and reporting of environmental impact to ensure alignment with sustainability goals.

Inclusion & Diversity

A culture of inclusion is promoted, valuing diverse perspectives.
Efforts are focused on increasing gender diversity across all levels.
Active recruitment efforts ensure a diverse and representative workforce.
Processes are in place to monitor and improve gender balance within senior management and technical roles.

Articles

Common Recruitment Questions and Answers

How to Apply For a Job at Lanes Group

Our Nationwide Locations

Media Pack & Company Overview