Please Note: The deadline for applying is 23.59 the day before the job posting end date.
Job Title: Head of Skills & Capability
Location: Kingston Head Office
JOB PURPOSE
As the Head of Skills and Capability, you will lead the transformation of learning across the enterprise—building a future-ready workforce through an agile, business-integrated, and data-informed skills strategy. In this pivotal role, you will oversee the development and performance of our strategic capability academies (Commercial/Customer Development, Supply Chain/Technology, R&D, and provide oversight and work closely with Marketing) while owning the enterprise-wide skills and capability agenda, including emerging technology, vendor ecosystems, and priority skill development. You will buildand own the blueprint for a strong skill signal that forms an integral part of the data-based talent decision making through our SPEL framework
You will play a key role in shaping a culture of continuous learning and capability building, aligned with business outcomes and the future of work. You will report directly to the Chief Talent, Development & People Analytics Officer, and be a member of the E&I leadership team, leading a large team of 15 member with 7 direct reports. This is not a traditional L&D role—this is about business growth and transformation through skills
RESPONSIBILITIES
Enterprise Skills Strategy & Capability Building
Define and lead the enterprise-wide skills strategy, aligned with the company’s growth, digital (AI-first), transformation and future of work agenda.
Partner with CHRO’s, Business Leaders, and functional heads to identify current and future skills needed to drive performance and innovation.
Establish a strategic skills framework and taxonomy, embedded in workforce planning, career architecture, and talent mobility.
Use workforce analytics and market intelligence to continuously evolve and prioritise capability needs.
Thinks creatively and systemically, identifying intersections between skills, talent, and performance to shape future-fit solutions.
Capability Academies Leadership
Oversee the best-in-class functional academies (directly responsible for CD, SC/Tech, R&D, and provide expertise and joint ownership for Marketing) and ensure clear ROI and strategic business alignment.
Embed learning into the flow of work, combining experiential learning, coaching, digital content, and cross-functional development opportunities.
Partner with internal SMEs, external vendors, and business sponsors to curate world-class, relevant, and timely learning journeys.
Modern Learning Experience & Ecosystem
Champion a learner-centric, tech-enabled ecosystem that empowers self-directed, personalised learning at scale.
Build an innovation funnel using learning technology, with a clear view on horizon one and horizon two. Stay connected to pioneering innovations in the industry and be an early adopter to build strategic skills
Working with PEX and HR IT/Tech leverage and integrate platforms (LMS/LXP, skills platforms, talent marketplaces, AI-enabled solutions) for a seamless digital learning experience.
Own vendor strategy and governance, ensuring best-in-class content, platforms, and partners.
Priority Skills & Strategic Initiatives
Identify and accelerate the development of enterprise-wide priority capabilities (e.g., digital fluency, data literacy, and AI-readiness).
Responsible for partner ecosystem for priority skills and managing the account relationship for strategic partners such as Linkedin, Udemy, Section etc. Work with the partner ecosystem to build an intuitive and relevant menu of offerings on priority skills
Learning governance and deployment through a strategic partnership with NIIT. Build the operating model that allows us to deploy priority skills across key locations. Work with NIIT with a spirit of continuous efficiency and performance management whilst maintaining excellent user experience.
Integrate skills development into DEI, internal mobility, talent marketplace, and performance management initiatives.
Drive initiatives such as career related skill development, skill-based job design, and internal talent marketplaces in partnership with the E&I team, PEX and HR IT/Tech.
Measurement & Analytics
Define and track metrics that matter—capability ROI, business impact, adoption, and skill proficiency gains.
Use data and AI to drive personalisation, measure outcomes, and inform decision-making at every level.
Continuously evaluate the effectiveness of learning strategies using insights from people analytics and business KPIs.
Strategic Insight & Networked Influence
Act as a connector and catalyst, maintaining strong external and internal networks to stay ahead of emerging trends in learning, skills, and capability development. This includes proactively engaging with thought leaders, academic institutions, vendors, and peer organizations to bring in fresh thinking and benchmark best practices.
Works across Expertise and Innovation, Business Groups, and HR teams to connect the dots—translating business signals into capability priorities and ensuring alignment with enterprise-wide transformation agendas.
Team Leadership & Culture Building
Leads and inspires a high-performing team of learning and capability specialists who are passionate about growth and impact.
Provides clear direction, coaching, and purpose, fostering a strong sense of connectedness to each other and to the business.
Cultivates a culture of experimentation, curiosity, and continuous learning, where team members feel empowered to challenge, innovate, and co-create.
Ensure the team is deeply embedded in the business, acting as trusted partners to functional leaders and role-modelling the behaviours we expect across the enterprise.
ALL ABOUT YOU
Key Skills & Experience
12+ years of progressive experience in learning and development, capability building, or talent strategy in complex global organisations.
Proven success building or leading capability academies or enterprise learning ecosystems.
Deep understanding of skills-based workforce planning, learning technology, and future-of-work trends.
Strong business acumen and experience collaborating with senior leaders across multiple functions.
Strategic thinker with the ability to translate complex skill needs into simple, scalable solutions.
Demonstrated experience in learning analytics, vendor management, and digital learning transformation.
Familiarity with frameworks and trends from leading enterprises and thinkers
NOTES
About Unilever
Unilever is one of the world’s leading suppliers of Food, Home and Personal Care products with sales in over 190 countries and reaching 2 billion consumers a day. Unilever has more than 400 brands found in homes around the world, including Dove, Tresemme, Lynx, Lifebuoy, Shea Moisture, Persil, Domestos, Ben & Jerry’s, Magnum, Marmite, The Vegetarian Butcher, Graze and Pot Noodle.
Faced with the challenge of climate change and the need for human development, we want to move towards a world where everyone can live well and within the natural limits of the planet. That’s why our purpose is ‘to make sustainable living commonplace’
Location
In June 2020 we announced our plan to consolidate a number of Unilever’s offices across the South East of England into a new Unilever campus in Kingston-upon-Thames in or around early 2025. However, on the 08 August 2024 we announced to our existing staff our proposal to retain our central Head Office in London, 100 Victoria Embankment (“100VE”) until our lease expires in 2027. As a result of this new proposal, we will be consulting with our existing staff, and new joiners who join during this period of consultation at 100VE, on the proposal made in August 2024. During consultation we will clarify the future location of each team and function. This means your role will either be based in 100VE until 2027 or in Kingston-Upon-Thames from early 2025. As we are yet to commence consultation on the proposal you agree, until such a time when consultation has concluded, your normal place of work as set out in the enclosed Statement of Terms & Conditions will be 100VE. You agree that on the conclusion of the consultation your place of work will be 100VE or 100VE until early 2025 and then Kingston-upon-Thames ("the locations") and you will be notified of which of the locations will be your place of work after that consultation ends.
What We Offer
Not only do we offer a competitive salary and pension scheme, we also offer an annual bonus, subsidised gym membership, a discounted staff shop and shares. You’ll have the opportunity to work directly with our renowned and exciting brands in a flexible and hybrid working environment.
Whilst the role is advertised on a full-time basis, we would be happy to discuss possible flexible working options and what this may look like for you. We are a key advocate of wellbeing and offer a variety of support for our people including hubs, programmes and development opportunities. We strive to achieve a family-friendly and inclusive workplace and to, above all, create possibilities for all.
Diversity at Unilever is about inclusion, embracing differences, creating possibilities and growing together for better business performance. We embrace diversity in our workforce. This means giving full and fair consideration to all applicants and continuing development of all employees regardless of age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy and maternity. We are also more than happy to provide reasonable adjustments during our application and interview process to enable you to be present your best self. To find out more, including about our Employee Resource Groups, please click here Equity, Diversity & Inclusion at Unilever | Unilever.
Recruitment Fraud
Cyber criminals advertise fake job adverts with prestigious employers as a way of stealing information or even defrauding individuals out of money.In the most sophisticated cases, they will set up fake websites, which have a similar address to companies like Unilever. They even conduct fake telephone interviews and then offer candidates a role with the proviso they pay a fee for background checks or to cover work visa costs. These types of attacks are becoming more common as more people are looking for employment in the economic climate.
How is Unilever tackling this?
Many of Unilever’s recruitment sites publish a warning to candidates about recruitment fraud. The Cyber Security team also proactively scan for signs of people setting up fake Unilever sites and act to close them down.
What can I do?
If you become aware of potential recruitment fraud, spot fake Unilever recruitment adverts or fake LinkedIn profiles, report them via Una Live Chat.
Unilever does not accept responsibility or liability for any candidates who are financially impacted by recruitment fraud. Your vigilance is key!
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