Name: Hattie Smith, Regional L&D Manager
Apprenticeship: Level 5 Learning & Development Consultant Apprenticeship
Manager: Connor Johnson, HR Manager
Organisation: Soho House - a global group of private members’ clubs, hotels, and workplaces.
Needing the Tools to Progress
Hattie’s L&D career began in hospitality, progressing from Waiter to Head Waiter before moving into coaching and then an L&D Partner role at Soho House. While she built strong operational and delivery expertise, she recognised the need to develop more strategic capability.
“I wanted to move beyond delivering training and start thinking more strategically about how learning impacts the business.”
Her manager, Connor (HR Manager), saw the same potential:
“Hattie was effective operationally, but her role was more about delivery than strategy. I could see her potential to influence senior stakeholders, use data to drive decisions, and embed a stronger learning culture - she just needed the tools to step into that next level.”
To unlock this, Soho House invested in the Level 5 Learning & Development Consultant Apprenticeship.
Delivering Tangible Business Impact
The impact of Hattie’s development is now visible across the organisation, with a clear shift from delivery to measurable business outcomes.
“The apprenticeship has had a clear, tangible impact,” Connor explains. “Hattie now combines learning expertise with commercial awareness, using data and business metrics to make better decisions.”
Her contributions include:
“She’s applied what she’s learned directly to real business challenges,” Connor adds. “The result is L&D programmes that build capability and deliver measurable impact from day one.”
Hattie reflects:
“I now think much more strategically about how learning supports business performance, not just training delivery.”
Progressing into Strategic Leadership
Since completing the apprenticeship, Hattie has been promoted to Regional L&D Manager, stepping into a more strategic, business-facing role.
“She now designs learning that drives behavioural change, measures real impact, and partners confidently with managers,” says Connor.
Hattie adds:
“The apprenticeship gave me the confidence to influence at a more senior level and take a bigger role in shaping our learning strategy.”
Support and Learning Applied in Real Time
A key to success was how the apprenticeship was embedded into Hattie’s day-to-day role. Connor ensured she had protected time to learn, alongside opportunities to apply new skills immediately in live business projects.
For Hattie, this was fundamental to her success:
“Being able to apply what I was learning straight away made a huge difference — it wasn’t theoretical, it had real impact.”
Alongside workplace support, Hattie also credits her tutor and peer network:
“Start a group chat with your cohort — they understand exactly what you're going through, and you learn so much from each other.”
Considering an Apprenticeship for Your Business?
Connor sums it up clearly:
“Investing in apprenticeships is about building capability that sticks. Give people protected time, real projects, and opportunities to influence the business. When learning is embedded in day-to-day work, it drives measurable impact, strengthens leadership, and creates future-ready talent. Don’t treat it as optional — treat it as a business-critical investment.”
Take the Next Step
If you want to develop confident, commercially minded L&D professionals who can move from delivery to strategic impact, an apprenticeship can be the catalyst for real change.
Start building capability that delivers measurable results. Speak to us today to unlock the potential in your people.