Learning & Development Manager

The Learning & Development Manager will lead on the delivery of the Learning & Development strategy. In collaboration with the Head of Talent Management, co-ordinate and evaluate all internal learning and development initiatives, encouraging a structured learning culture across the organisation in order to build a high-performing workforce at all levels.

Key Responsibilities

Plan, Co-ordinate and Deliver

Undertake learning needs assessment to ensure all training and development activity is captured across the organisation and recommend effective solutions based upon your findings.

Work with the Head of Talent Management and key stakeholders to implement the learning & development plan evaluating that it continues to meet the mandatory requirements, employee needs and is aligned with the organisation's values and culture.

Ensure effective management of training and career development to enable people to grow and progress.

Manage the delivery of an ongoing leadership management development programme focused for first and second level line management.

Work with internal comms to communicate L&D initiatives.

Support the management of the procurement of the L&D service provision ensuring value for money for money.

Support the management of external L&D suppliers as appropriate including robust performance management measures to deliver a cost-effective service.

Personally design and deliver relevant learning interventions.

Manage the LMS (Learning Management System) Skillcast, working closely with the external provider and Head of Talent Management to ensure it provides the required service(s).

Manage the learning & development budget.

Evaluation, Systems and Processes
Continue to review the policies that support Learning & Development within the Foundation.

Review and recommend changes to processes for managing learning and development, utilising automation where possible.

Ensure the collation of good quality learning and development data for reporting purposes.

Implement and manage effective and consistent evaluation methodology.

Develop L&D metrics and evaluation process to measure the effectiveness of learning and training initiatives across the business.

Report on above metrics and KPIs to the People & Culture Leadership team and Executive Teams on a quarterly basis.

Skills, Knowledge and Experience

Skills, abilities, and attributes:

Excellent interpersonal skills and effective communication skills (including presentation skills).

Ability to influence stakeholders at all levels.

Ability to use own initiative and good at problem solving.

Excellent organisational skills, ability to prioritise and work under pressure.

Sound report writing and data analysis skills.

Knowledge, experience, and qualifications:

Experience of working within a formal Learning & Development role.

Track-record of delivering of Learning and Development strategies and plans.

CIPD qualified or other relevant qualifications / experience.

Experience of designing and/or delivering training.

Benefits

• Up to 12% employer pension contributions
• £800 annual personal development budget
• Annual health and wellbeing personal allowance of £200
• Enhanced maternity, paternity, and parental leave pay accessible without length of service requirements.
• Health and wellbeing programme that offers optional free yearly health check-ups.
• Support for healthy eating via fruit bowls and onsite lunch facilities.
• Agile working, flexible hours, and supportive IT kit.
• Shower facilities and bike lock area.
• Generous annual leave (27 days + bank holidays)
• Subsidies for glasses
• Employee Assistance Programme