Nonprofit
SHG Global Programme Architecture & Development Team
Details
Description
THE SHG FAMILY GROUP CORPORATION and its sister companies including TMTSD AND S.I.S.S C.I.C
UNIVERSAL JOB DESCRIPTION
SHG Global Programme Architecture & Development Team
Role Title: Please see below
Department/Function: Programme Architecture & Development Team (TMTSD)
Engagement Type: unpaid leading to significant senior Salary + Equity in SHG GWS
Location: London
Reports To: Founder
Team: Founding SHG Global Programme Architecture & Development Team
Initial Implementation Environment: Tell My Truth & Shame the Devil C.I.C. (TMTSD)
- ABOUT THE ROLE
SHG Global Workforce Solutions is establishing a specialist Programme Architecture & Development Team to design the universal framework through which SHG Corporation will be able to create, develop, quality-assure, approve, launch, operate, evaluate and continuously improve transformational education, workforce and professional-development pathways.
This is not an individual course-development assignment.
The appointed individual will form part of a small founding multidisciplinary team responsible for creating the SHG Universal Pathway Framework — a reusable architecture and methodology from which multiple pathways can subsequently be developed across different occupations, industries, countries, learner profiles and levels of experience.
The framework must be sufficiently robust to support pathways including, but not limited to:
- Healthcare
- Cybersecurity
- Technology and AI
- Accounting and finance
- Operations
- Customer service
- Business and entrepreneurship
- Apprenticeships
- Professional development
- Skilled-workforce pathways
- International workforce pathways
- Future SHG programmes not yet identified
The framework must also be capable of accommodating learners from different countries, including the UK, Nigeria and other Global South and international markets, without requiring SHG to redesign its fundamental programme-development process each time a new pathway is introduced.
- IMPORTANT TEAM-BASED APPOINTMENT REQUIREMENT
This position forms part of a collective founding team.
SHG intends to onboard the designated Programme Architecture & Development specialists as a coordinated group because the universal framework cannot be appropriately designed through five isolated workstreams.
Each role will have its own area of specialist responsibility; however, the team will operate as an integrated architecture and design function.
The team is expected to:
- work collaboratively from the beginning;
- establish shared terminology, principles and design standards;
- challenge and test one another's assumptions;
- integrate academic, instructional, workforce, quality, technological and operational perspectives;
- jointly develop the universal framework;
- jointly test the framework;
- identify gaps and dependencies between their respective disciplines;
- document decisions and design principles;
- create systems that can subsequently be used by other SHG teams;
- support the transition from framework design into implementation.
The intention is therefore not for individual members to begin independently producing separate programmes immediately upon appointment.
The initial assignment is to build the universal architecture and methodology together.
- ORGANISATIONAL PURPOSE
The wider purpose of this team is to help SHG Corporation and its sister companies TMTSD/SISS/ONELOVE/ETC establish an education and workforce-development architecture capable of producing programmes that are:
- structured;
- rigorous;
- accessible;
- practical;
- workforce-relevant;
- measurable;
- adaptable across countries;
- appropriate to different learner starting points;
- capable of supporting long-term progression;
- capable of integrating personal and community development;
- continuously improvable;
- AI-assisted where appropriate;
- human-governed;
- and consistent with SHG's wider values and mission.
The framework should enable SHG to move from:
"We want to create a new pathway."
to:
"We have a defined SHG process for identifying, designing, validating, approving, launching, delivering, evaluating and improving that pathway."
- PRIMARY MISSION
The mission of the Programme Architecture & Development Team is:
To design SHG Corporation's Universal Pathway Framework and Programme Development System, creating a repeatable, scalable and AI-assisted architecture through which transformational workforce and educational pathways can be systematically developed, quality-assured, approved, launched, evaluated and continuously improved across occupations, industries, countries and learner populations.
The framework should allow a future SHG programme developer to begin with the universal architecture rather than a blank page.
- CORE UNIVERSAL RESPONSIBILITY
Regardless of the specialist role assigned, every member of this founding team is responsible for contributing to the creation of:
SHG Universal Pathway Framework — Version 1.0
The framework should establish, at minimum:
- Universal Pathway Architecture
- Universal Programme Template
- Programme Development Methodology
- Pathway Development Lifecycle
- Learner Entry and Eligibility Framework
- Programme and Learning Outcome Framework
- Curriculum Architecture
- Learning and Delivery Framework
- Assessment Framework
- Workforce and Industry Alignment Framework
- Practical Experience/Work-Based Learning Framework
- Progression Framework
- Personal Development Framework
- Book Club Integration Framework
- Group Therapy Integration Framework
- Community Engagement Framework
- Mentoring and Support Framework
- 2-Year, 5-Year and 10-Year Pathway Architecture
- Quality Assurance Framework
- Pathway Approval Framework
- AI-Assisted Programme Development Framework
- Human Oversight and Decision-Making Framework
- Pathway Version-Control Framework
- Programme Review and Renewal Framework
- New Pathway Proposal and Approval Process
- Pathway Catalogue and Publication Process
- Monitoring, Evaluation and Impact Framework
- Continuous Improvement Framework.
The exact contents will be determined and refined by the appointed team.
- PATHWAY LIFECYCLE
The universal framework must establish a repeatable process through which SHG can move a pathway through a controlled lifecycle:
Need Identified
↓
Pathway Proposed
↓
Workforce / Learner Need Validated
↓
Pathway Architected
↓
Curriculum & Learning Designed
↓
Workforce / Industry Requirements Integrated
↓
Quality & Standards Review
↓
AI-Assisted Validation / Testing
↓
Human Review
↓
Approval
↓
Pathway Published
↓
Learners Enrolled
↓
Pathway Delivered
↓
Progress & Outcomes Measured
↓
Pathway Reviewed
↓
Improvements Identified
↓
Approved Version Update
↓
Continuous Improvement
The team will determine the detailed governance, responsibilities, documentation and approval requirements for each stage.
- SHG'S TRANSFORMATIONAL PATHWAY MODEL
The framework must be capable of supporting pathways that extend beyond conventional short-course education.
SHG intends to develop pathways that can potentially operate across 2-year, 5-year and 10-year development horizons, depending on the pathway, learner and intended outcome.
The framework should therefore accommodate:
Professional Development
Knowledge, skills, competencies and occupational capability.
Workforce Development
Practical experience, employability, professional standards and progression.
Personal Development
Self-development, discipline, confidence, leadership, reflection and personal responsibility.
Community Development
Contribution, service, community participation and social responsibility.
Integrated SHG Development
Appropriate integration of SHG's wider developmental ecosystem.
The team must determine how these dimensions can be incorporated into a coherent pathway without compromising academic, professional or occupational integrity.
- INTEGRATION OF SHG SUPPORT COMPONENTS
The universal framework must establish how SHG's wider developmental components are incorporated into pathways.
This includes determining the appropriate architecture for:
- pathway-integrated Book Club participation;
- pathway-integrated group therapy/support;
- community engagement;
- mentoring;
- personal development;
- reflection;
- progression reviews;
- wider SHG learning opportunities.
The framework must clearly distinguish between:
requirements embedded within a specific pathway
and
optional wider SHG services, activities and enrichment opportunities.
The objective is to ensure that these components are integrated meaningfully rather than simply added as disconnected activities.
- AI-ASSISTED DEVELOPMENT
A major objective is to enable SHG to use AI to assist with the future creation and maintenance of pathways.
The team will therefore consider how AI can support activities such as:
- pathway blueprint generation;
- curriculum mapping;
- competency mapping;
- learning-outcome development;
- assessment mapping;
- pathway comparison;
- standards checking;
- skills-gap identification;
- workforce research;
- content-gap identification;
- quality checks;
- pathway documentation;
- version comparison;
- programme review;
- learner progression analysis;
- continuous improvement recommendations.
However:
AI will support the system; it will not replace appropriate human accountability, professional judgement, safeguarding, academic judgement or formal approval.
The team must establish appropriate boundaries, controls and human-review requirements.
- ROLE-SPECIFIC RESPONSIBILITY
The appointed individuals will be assigned one specialist role within the founding team
- SPECIALIST ROLES WITHIN THE FOUNDING TEAM
Role 1
Higher Education Programme & Curriculum Architect
Architects the universal programme structure: how every SHG pathway is constructed, sequenced, connected and developed.
Role 2
Universal Programme Development Methodology
Establishes the repeatable methodology, lifecycle, processes, documentation and rules for taking a pathway from proposal through design, review, approval, launch, evaluation and improvement.
Role 3
Higher Education Learning & Instructional Design Specialist
Designs how learners learn, including pedagogy, learning outcomes, learning activities, assessment, teaching methods, learner experience and progression.
Role 4
Workforce & Industry Curriculum Specialist
Ensures pathways connect education to occupations, employers, industry requirements, professional standards, practical skills, work experience and employment/progression outcomes.
Role 5
Programme Quality, Standards & AI Systems Specialist
Develops the quality-assurance, standards, approval, version-control and AI-assisted development architecture required to maintain consistency and quality as SHG expands its pathway catalogue.
- EXPECTED FIRST-PHASE DELIVERABLES
The successful candidates will contribute to the team's first-phase deliverables rather than immediately being assigned to routine pathway operations.
The founding team is expected to collectively produce:
A. SHG Universal Pathway Architecture
The structural model showing how an SHG pathway is constructed.
B. SHG Universal Programme Template
The reusable master template from which individual pathways can be developed.
C. SHG Programme Development Methodology
The standard method for designing pathways.
D. SHG Pathway Lifecycle
The process governing pathway creation, approval, launch, review and retirement/improvement.
E. SHG Pathway Governance & Approval Framework
The rules determining who can propose, develop, review, approve, amend and retire pathways.
F. SHG Quality Framework
The minimum quality and standards requirements that every pathway must satisfy.
G. SHG AI-Assisted Development Framework
The methodology for using AI safely and consistently within programme development.
H. SHG Pathway Integration Framework
The architecture for embedding Book Club, group therapy, community engagement, mentoring and other relevant SHG components.
I. SHG Pilot Pathway
At least one pathway should subsequently be developed through the completed framework to test whether the framework actually works in practice.
The initial implementation environment will be:
Tell My Truth & Shame the Devil C.I.C. (TMTSD)
and
S.I.S.S. C.I.C.
The pilot will be used to identify weaknesses, gaps and improvements before wider SHG Corporation deployment.
- SUCCESS MEASURES
The team's initial success will not be measured by the number of individual courses produced.
Success will be demonstrated when SHG has a functioning system through which an appropriately qualified team can take a new pathway idea and systematically determine:
- whether it should exist;
- who it is for;
- what problem it addresses;
- what occupational/professional destination it supports;
- what learners need to know and do;
- how the pathway should be structured;
- how long it should take;
- how progression is measured;
- how competence is assessed;
- what practical experience is required;
- what SHG developmental components should be integrated;
- what standards apply;
- who must review it;
- who must approve it;
- how it is launched;
- how it is monitored;
- how its impact is measured;
- how it is reviewed;
- and how future versions are improved.
The ultimate test is:
Can SHG use the framework to develop a completely different pathway without having to redesign the programme-development system from scratch?
- REQUIRED EXPERIENCE / KNOWLEDGE
Candidates should demonstrate significant capability in their specialist field and should ideally have experience relevant to one or more of the following:
- Higher education
- Curriculum development
- Programme development
- Programme architecture
- Learning design
- Instructional design
- Educational development
- Workforce development
- Professional education
- Apprenticeship design
- Academic quality assurance
- Programme validation
- Assessment design
- Industry curriculum development
- Professional standards
- Education technology
- AI-assisted education
- Programme governance
- Educational systems design
- International education
- Employability and workforce pathways.
Formal university experience is highly desirable for roles where academic programme architecture is central, but SHG will also consider individuals who can demonstrate equivalent high-level expertise through substantial practical programme-development work.
- CANDIDATE PROFILE
SHG is seeking systems thinkers rather than task-only specialists.
The successful candidate should be able to think beyond:
"How do I complete this course?"
and instead ask:
"How should SHG design the system so that this type of work can be completed consistently, efficiently and to a high standard every time?"
Candidates should demonstrate:
- systems thinking;
- strong analytical ability;
- intellectual curiosity;
- structured thinking;
- excellent written communication;
- ability to work across disciplines;
- ability to challenge assumptions constructively;
- ability to translate complex ideas into usable frameworks;
- attention to detail;
- commitment to quality;
- ability to work collaboratively;
- comfort with ambiguity during an early-stage build;
- willingness to document systems;
- willingness to learn new technologies;
- strong interest in AI and emerging educational systems;
- commitment to continuous improvement.
- BUILD PHASE → LONG-TERM ROLE
This is a long-term role, not a temporary project position.
However, the initial phase will be fundamentally different from the eventual operational phase.
Phase 1 — BUILD
The role holder will help design and establish the systems, frameworks, methodologies, templates and processes that SHG will use.
Phase 2 — PILOT
The team will apply those systems to TMTSD and S.I.S.S. programmes and identify weaknesses requiring improvement.
Phase 3 — IMPLEMENT
The approved framework will begin supporting additional SHG pathways and organisations.
Phase 4 — OPERATE & MAINTAIN
The role holder is expected, where appropriate, to transition into the paid stewardship, development, quality assurance, improvement and maintenance of the systems they helped create.
Therefore, candidates should understand that:
The expectation is not simply to design the system and leave it. The expectation is to help build it, test it, improve it and contribute to its long-term operation.
- WORKING MODEL
During the initial architecture phase, the team will work collaboratively through structured design sessions, independent specialist work, peer review, documentation and founder/team review.
The work may involve:
- workshops;
- research;
- benchmarking;
- framework design;
- process mapping;
- curriculum mapping;
- documentation;
- prototype development;
- AI-assisted experimentation;
- testing;
- peer review;
- pathway pilots;
- iterative refinement.
The team should expect the framework to evolve through evidence and testing rather than assuming Version 1.0 will be perfect.
- LONG-TERM VISION
The long-term objective is for SHG Global Workforce Solutions to have a recognised internal architecture capable of supporting a large and diverse portfolio of pathways without sacrificing coherence, quality or the SHG philosophy.
The universal framework should ultimately allow:
One SHG architecture
→ Multiple pathway families
→ Multiple occupations
→ Multiple countries
→ Multiple learner entry points
→ Multiple programme durations
→ Multiple professional destinations
→ One coherent SHG developmental philosophy.
- IMPORTANT ONBOARDING CONDITION
Because this is a multidisciplinary architecture assignment, the Programme Architecture & Development Team will be onboarded as a coordinated founding group.
The commencement of substantive framework-development work is therefore dependent upon the establishment of the required team composition.
This is intentional.
The universal framework requires the integration of multiple professional perspectives and should not be designed as a collection of disconnected individual outputs.
Each appointed specialist will therefore be expected to participate in the collective onboarding, orientation, shared design principles and initial architecture process before moving into their individual specialist workstreams.
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