That means development that happens in the flow of real work rather than an annual training calendar,.
It's also tightly wired into how Unity already operates: client teams, partner forums, and the probation Check-in / Calibrate / Confirm cycle, rather than a separate, bolt-on training function.
It suits a modern L&D practitioner: someone who designs and personally delivers high-quality learning rather than just commissioning it, is fluent with today's learning technology and comfortable using data (including AI tools) to spot skill gaps and personalise development at scale, and can prioritise ruthlessly across 2.
5 focused days a week.
What you'll ownOnboarding and induction: design a modern, largely self-serve onboarding experience for new joiners across client-facing and enablement teams — digital-first where that's faster and more consistent, human where it matters — so people reach productive contribution fast and probation check-ins have real substance behind themManager and leadership capability: build and run training for Partners, Directors and Functional Leaders on the skills Unity relies on most — giving direct, timely feedback, running Start / Stop / Continue conversations, and calibrating judgement through client teams and partner forumsSkills-based capability frameworks: define modern, skills-based (not hierarchy-based) frameworks for client-facing and enablement tracks, working with the Reward Lead so learning pathways line up with progression and pay structuresLearning programmes: design and curate professional and technical skills development using modern, blended formats — bite-sized digital content,.