Learning and development is recognised as a key driver of the firms ongoing success and forms an integral part of the strategic business plan. This is an exciting opportunity to join a newly structured People Experience team and play a key role in developing and delivering the firms Learning and Development strategy.
Working closely with the L&D and the Talent Management team to consult with staff partners and other key stakeholders to ensure appropriate learning solutions are in place and in line with the key competency areas identified by the firm.
This role oversees several roles, including the People Skills Facilitator, Content Curator and Systems and Support role.
- Ensuring processes are in place and aligned with the overall L&D philosophy for pre- and post-learning for any professional skills, personal skills, management, and leadership development learning delivered.
- This includes measurement in the shape of feedback, changes in behaviours and improved line management capability.
- Where appropriate, ensuring a pilot learning takes place and key stakeholders are included with new or revamped learning solutions.
- Identify, manage, and report on key performance and development data, with regular measurement, assessment and feedback communicated to Partners to demonstrate return on investment for key learning initiatives. This includes measurement in the shape of feedback, changes in behaviors and improved line management and leadership capability. Using the systems across the L&D and People Experience team to gather appropriate data and use this to inform initiatives across the business.
- Facilitation in this role will be focused on management and leadership skills. Writing and delivering training content for senior development programmes via a variety of methods; face to face, in person, video conferencing, taking a blended learning approach.
- A highly collaborative approach is to be taken, in conjunction with the Systems and Support L&D and Content Curator to design the intranet and manage programmes. The design of the programmes will be aligned with core competency/capability frameworks in place but will rely on collaboration with and feedback from the talent management team. There is a strong need to link the framework to the performance management process too.
- Continuously learning to identify innovative practices and approaches to learning, to share with the broader team (both L&D and People Experience).
- Identifying appropriate external contacts to support with learning, e.g. leadership development and business development programmes, networking externally to benchmark the firm’s activities and to stay current in respect of trends, making recommendations for improvement to the Head of L&D.
- Undertaking research to ensure that learning content remains up to date and making amendments to programmes and learning materials – this should be undertaken quarterly and will be part of annual objective setting.
- Evaluating training modules annually and in line with the firm’s data protection policies.
- Insight and understanding into the firm’s learning systems to ensure they are fit for purpose including, designed for impactful user experience and measurement.
- Ensuring all learning interventions fit into the overall EDI strategy to ensure inclusive learning at all levels – this requires close collaboration with the EDI Manager and Talent Managers.
- Working closely with the Early Careers team to provide thought leadership on their L&D approach for trainees. This will be a collaborative approach with the content curator too.
- Working closely with the marketing team to ensure upliftment and enhancement on the employment brand through all L&D initiatives.
- Producing and managing budgets, in collaboration with the Talent Managers, Content Curator and with support and approval from the Head of L&D. Developing learning programmes and interventions within the parameters of the budget.
- Initiative dependent, attending business plan Cornerstone meetings to ensure the objectives and output of the L&D team continue to meet the firm’s strategic objectives, as well as using this as an opportunity to make recommendations as the subject matter expert as appropriate.
- Living the values and philosophies of the firm, to ensure appropriate engagement and role modelling across the whole People Experience team and to other stakeholders.
- 35-hour working week with flexibility around the core hours of 10am-4pm
- Working from home allowance of £25 a month.
- Car allowance of £5,000
- Eligibility for the firm’s Profit-Sharing Plan that runs from October to September each year. The scheme enables staff to share in the profits of the firm. Payment is usually c£1,000 for the full year. Paid in December.
- Eligibility for the discretionary bonus scheme. This is based on both individual performance and firm performance.
- Salary reviews annually in October.
- Twenty-five days annual leave. This increases in line with length of service. On 1 January, after 5 years’ service, the entitlement will be increased by 7 hours (as long as you have been a manager for 5 years).
- In addition, under the flexible benefits programme, employees are entitled to buy or sell up to five days (35 hours) holiday a year, subject to staff partner approval.
- Six-month probationary period.
- Life assurance cover of four times salary.
- Private Medical – entitled to join on successful completion of probationary period
- Contributory pension scheme (The firm will contribute 5% of salary on a matched basis with employee from their date of joining)
- Access to a number of additional benefits with preferential rates under the flexible benefit programme, health cash plans, health screening/GP support, critical illness cover, dental and travel insurance, Techscheme, Cyclescheme, Gymflex and a Workplace ISA.