ACCA Qualified Training & Development Manager

About Role

This is a permanent senior leadership position with ownership of all technical training, professional development, and promotion standards across Propact. Your first priority will be designing and launching the Training Academy from the ground up – but the ongoing mandate is to own the technical development function, maintain standards as we grow, and build the next generation of leaders internally.

This is not an HR training role. We are looking for a technically strong ACCA-qualified accountant first, and a developer of people second.

You will have authority to set and enforce promotion gate criteria, mandate training attendance, withhold promotion sign-off where standards are not met, and chair structured promotion assessments.

Core Responsibilities

• Design, build, and continuously develop Propact’s Training Academy

• Develop and maintain technical modules across all grades: Bookkeeping, Accounts Preparation (FRS 102), VAT & CIS, Corporation Tax, Management Accounts, Senior and Manager-level competencies

• Own structured onboarding bootcamps and 30–60–90 day induction plans for all new hires

• Build and lead an internal trainer pool with defined delivery standards

• Translate regulatory and technical updates (FRS changes, VAT updates, compliance shifts) into Academy content on an ongoing basis

2. ACCA Governance & Professional Standards

• Act as Propact’s ACCA Practical Experience Supervisor (PES)

• Review and formally sign off ACCA Practical Experience Records (PER)

• Conduct structured quarterly PER reviews and maintain audit-ready training records

• Ensure ongoing ACCA compliance, CPD governance, and alignment with UK regulatory and ethical standards

3. Quality Protection & Capability Analytics

• Maintain a live skills and competency matrix by team and grade

• Identify capability gaps and risks affecting staffing, promotion readiness, or client delivery

• Partner with Operations to design and maintain capability dashboards

• Publish a monthly Learning & Capability Report covering: attendance, pass rates, time-to-competence, and QA rework trends for trained cohorts

• Lead targeted remediation programmes where QA trends indicate weakness

4. Career Pathways & Leadership Pipeline

• Own and evolve Propact’s competency framework with clear progression criteria

• Chair structured promotion panels and oversee assessable promotion criteria at each gate

• Identify and mentor high-potential team members for leadership development

• Build internal succession pipeline for Pod Leaders and future Managers

Success Measures

Initial priorities (first 6 months):

• Training Academy designed, piloted, and operational

• Onboarding bootcamp running for all new hires

• ACCA PES function live and compliant

Ongoing measures:

• Measurable reduction in QA exceptions for trained cohorts

• Improved time-to-competence for new hires

• Skills matrix coverage and currency across all teams

• Consistent promotion readiness against defined standards

• Positive feedback from Pod Leaders and UK clients

• Internal leadership pipeline delivering promotable candidates

Requirements

Benefits

Salary:

Market competitive salary (based on experience and skill set).

• Fuel allowance up to 10,500/-
  
• Salary Advance (after completing 01 year)
  
• Discretionary Bonus on exceptional performance
  
• Paid Paternity Leave up to 1 week
  
• 3 days work from office, 2 days WFH
  
• 20 Annual Leaves
  
• 8 Sick Leaves4 Casual Leaves