L&D Consultant – AI and Data Upskilling

Job Title: L&D Consultant – AI and Data Upskilling 

Division: Human Resources 

Department: Organisational Capability 

• Salary: National (Edinburgh and Leeds) ranging from £43,300 to £65,000 and London from £46,400 to £69,500 per annum (salary offered will be based on skills and experience) 

• This role is graded as: Senior Associate – Corporate  

• Your external recruitment contact is Benjamin via benjamin.paulon@fca.org.uk.  

• Your internal recruitment contact is Lauren via Lauren.McHale@fca.org.uk 

• Applications must be submitted through our online portal. Applications sent via social media or email will not be accepted. 

About the FCA and team  

We regulate financial services firms in the UK, to keep financial markets fair, thriving and effective. By joining us, you’ll play a key part in protecting consumers, driving economic growth, and shaping the future of UK finance services.  

The Organisational Capability team works with ExCo and leadership teams, to develop capability to meet evolving needs and deliver our Mission. We also partner with the business to identify and deliver training and professional development. Tools such as our employee survey provide insights to help inform our effectiveness and our priorities. 

This is an exciting opportunity to support the design and delivery of an integrated AI and data upskilling programme aligned to the FCA’s evolving digital capability model. 

The FCA is moving from a standalone data literacy and AI awareness approach to a capability-led model that integrates AI, data, and business skills, positioning training as a core enabler of safe and effective technology adoption, alongside governance and tooling. Over an initial six-month period, you will play a central role in shaping learning interventions that: 

• Sequence skills development alongside tooling and technological capability 

• Move colleagues beyond baseline awareness towards applied, role-specific use of AI and data 

• Support the development of professional judgement, process thinking, and responsible use of automation and AI 

You will contribute to a broader objective to enable greater AI maturity and a data-led mindset at scale, ensuring colleagues can use the appropriate technology confidently, safely, and in ways that improve business processes and regulatory outcomes. 

Role responsibilities 

• Design integrated learning interventions combining AI literacy, data literacy and core business skills, translating strategic concepts such as tool readiness, professional judgement and safe AI use into practical, applied experiences that build confidence and capability 

• Sequence learning alongside tool and technology adoption by collaborating with HR, DTI and business areas, ensuring training reinforces trust, enables process and automation thinking, and improves workflow design capability 

• Define and communicate tool readiness requirements across roles and cohorts, aligning capability development with organisational needs to support effective and scalable AI and data adoption 

• Develop scenario-based, role-specific learning grounded in real organisational workflows, enabling colleagues to apply AI and data skills directly within their day-to-day responsibilities 

• Embed behavioural and judgement-focused learning that promotes safe and ethical AI use, deepens understanding of data governance and accountability, and supports effective manager role modelling 

• Pilot targeted learning interventions with defined cohorts, evaluating effectiveness through behavioural change, process efficiency and quality outcomes, and refining approaches using data-driven feedback 

• Engage and align stakeholders across HR, DTI and business functions to co-create learning solutions that are strategically aligned, operationally relevant and scalable across the organisation 

• Contribute to organisational capability building by shaping integrated AI, data and digital upskilling approaches, helping shape how training, tooling and governance combine to enable safe adoption and positioning the role as a key driver of future skills development 

Skills required  

Minimum: 

• Proven experience designing learning interventions for digital, data, or AI capability building 

• Experience embedding learning within technology adoption or transformation programmes 

• Demonstrable ability to conduct skills assessments and define capability pathways 

Essential: 

• Integrated AI and data capability design - experience designing learning that can build on and combine data literacy, AI literacy, and business skills 

• Learning design aligned to capability maturity - ability to design interventions across different maturity levels, such as awareness and foundational understanding; applied process and automation thinking; and advanced capability (e.g. workflow or agent design) and scenario-based and applied learning - strong experience in scenario-based, role-specific learning design 

• Ability to translate abstract concepts into practical, work-based use cases and understanding of AI, automation and data in context 

• Working knowledge of tools and technology in this space, such as data visualisation platforms; workflow tools (e.g. Power Automate); AI tools (e.g. Copilot, agent-based systems) 

• Understanding of how these tools are applied in business processes, rather than just technical capabilities 

• Stakeholder engagement - experience working across HR, technology, and business teams; ability to communicate with senior stakeholders and align learning to strategic objectives 

• Evaluation and continuous improvement - experience evaluating learning effectiveness and iterating based on feedback and data 

Benefits 

• 25 days annual leave plus bank holidays 

• Hybrid model where employees work a minimum of 40% in the office each month (expectation of 50% for senior leaders). Changing from September to a minimum of 50% in the office each month (expectation of 60% for Directors and Executive Directors) 

• Non-contributory pension (8–12% depending on age) and life assurance at eight times your salary 

• Private healthcare with Bupa, income protection, and 24/7 Employee Assistance 

• 35 hours of paid volunteering annually 

• A flexible benefits scheme designed around your lifestyle 

For a full list of our benefits, and our recruitment process as a whole visit our benefits page. 

Our values & culture  

Our colleagues are the key to our success as a regulator. We are committed to fostering a diverse and inclusive culture: one that’s free from discrimination and bias, celebrates difference, and supports colleagues to deliver at their best. We believe that our differences and similarities enable us to be a better organisation – one that makes better decisions, drives innovation, and delivers better regulation. 

If you require any adjustments due to a disability or condition, your recruiter is here to help - reach out for tailored support. 

We welcome diverse working styles and aim to find flexible solutions that suit both the role and individual needs, including options like part-time and job sharing where applicable. 

Disability Confident: our hiring approach  

We’re proud to be a Disability Confident Employer, and therefore, people or individuals with disabilities and long-term conditions who best meet the minimum criteria for a role will go through to the next stage of the recruitment process. In cases of high application volumes, we may progress applicants whose experience most closely matches the role’s key requirements. 

Useful information and timeline 

• Advert Closes: 11:59pm on Sunday 12th July 

• CV shortlisting: Tuesday 14th July 

• Interviews: Thursday 23rd - Friday 24th July 

• Your Recruiter will discuss the process in detail with you during screening for the role, therefore, please make them aware if you are going to be unavailable for any date during this time.