Content Curator – Learning and Development

Job Type: Permanent Location: London

This role engages with the Talent Managers and the business to understand the business strategy and plans, but also what are the core developmental requirements (skills gaps) needed within functions and/or regions to build a sustainable and future skilled workforce.

This role has a well-rounded understanding of the various roles/functions within Safferys, including technical competence. This role defines the various learning and career paths that Saffreys employees can follow to develop both their technical and managerial competence – this is linked to the competency profile to help employees understand what it takes to get promoted or take on new and/or different responsibilities. The learning journeys are to be ambitious and aspirational, with both theoretical and formal elements of learning but they will also have pragmatic requirements, where employees can put their learnings into practice in their every day jobs. To achieve this, this role engages with the Technical Compliance Manager, National Audit Partner, Technical training committee, (tax and audit qualified persons) and the talent managers.

The team

This role reports to the Senior L&D Manager and is also integral in bringing the Safferys L&D strategy to life.


  • This role provides thought leadership to learning and development methodologies.
  • This role requires capability and mindset in L&D design (assessment, planning, design, development and implementation), stakeholder engagement, innovation, looking at the bigger picture and taking people on the journey.
  • Through the insight gained from the above- mentioned engagement, this role designs and develops career path journeys/maps that allows for greater transparency and inclusion, easier performance management and better measurement of capabilities and outputs. All design will be done in conjunction and validation with the business and the talent managers.
  • This role will also curate learning content for our intranet site that is accessible to all employees at Safferys who wish to initiate some self-learning and development, on an informal basis. This role works together with the L&D Systems and Support person to keep the L&D section of the intranet up-to-date.
  • This role plays an integral role in the design of the capability/competency framework of the partners and other future leadership and talent management/high potential frameworks, whether it’s working with outsourced suppliers or leading the design on this.
  • This role influences the content and structure that is delivered by the in-house trainers and external suppliers, requiring strong collaboration amongst the team
  • Working closely with the Early Careers team to provide thought leadership on their L&D approach for trainees. This will be a collaborative approach with the Head of L&D and L&D Senior Manager too.
  • Setting the KPIs, measures and metrics to gauge success of learning journeys, outcomes, change in behaviours, etc. This will involve a continuous review process, using this data to ensure that the learning journeys are achieving what they set out to do.
  • The role requires extensive networking across the whole business, but also networking externally to the firm, e.g. with the CRF, to identify opportunities and ideas to push and challenge the boundaries of the firm, as it evolves and changes, and to ensure growth and opportunity to Saffery’s employees.
  • This role can also provide thought leadership with large learning events. The role is to guide the business on what key skills and/or themes should be emphasized in the large learning events and will work closely across the L&D team
  • Understand and role model the firm’s stated vision and values with passion and enthusiasm.
  • Challenge existing processes and practices in line with a drive for improved efficiency and client service, but ultimately with the clearly articulated and agreed outputs.
  • Champion development plans across the firm to ensure all staff are focused on firmwide and personal development, ensuring continued growth at an individual and firmwide level.
  • This role must be comfortable with innovative and mainstream technologies around learning and development. Keeping up to date with changes in technology and ensure the team do the same in making timely recommendations for appropriate change to meet business needs.


  • 35-hour working week with flexibility around the core hours of 10am-4pm
  • Working from home allowance of £25 a month.
  • Eligibility for the firm’s Profit-Sharing Plan that runs from October to September each year. The scheme enables staff to share in the profits of the firm. Payment is usually c£1,000 for the full year. Paid in December.
  • Eligibility for the discretionary bonus scheme. This is based on both individual performance and firm performance.
  • Salary reviews annually in October.
    Twenty-five days annual leave. This increases in line with length of service. On 1 January, after 5 years’ service, the entitlement will be increased by 7 hours (as long as you have been a manager for 5 years).
  • In addition, under the flexible benefits programme, employees are entitled to buy or sell up to five days (35 hours) holiday a year, subject to staff partner approval.
  • Six-month probationary period.
  • Life assurance cover of four times salary,
  • Private Medical – entitled to join on successful completion of probationary period
  • Contributory pension scheme (The firm will contribute 4% of salary on a matched basis with employee from their date of joining)
  • Access to a number of additional benefits with preferential rates under the flexible benefit programme, health cash plans, health screening/GP support, critical illness cover, dental and travel insurance, Techscheme, Cyclescheme, Gymflex and a Workplace ISA.