People Skills Facilitator

Job Type: Permanent Location: London

The People Skills Facilitator will, in collaboration with the Learning and Development Senior Manager, design and deliver behavioural and professional management skills.

The role

This role ensures appropriate processes are in place and followed by the L&D team in relation to training needs analysis for all behavioural and professional management skills training. 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.

The team

This role will report directly into the L&D Senior Manager.


  • Writing and delivering regular training content for defined behavioural and professional management skills development courses and programmes, via a variety of methods, both face to face, in person and video conferencing, and through the provision of written and e-learning modules, as well as regular publication of materials on the intranet – taking a blended learning approach.
  • Collaborative approach with the Systems and Support L&D and Content Curator to design the intranet and manage publications.
  • Ensuring processes are in place and are aligned with the overall L&D philosophy for pre- and post-learning for any personal and management skills learning delivered. This includes measurement in the shape of feedback, changes in behaviours and improved line management capability.
  • Continuously learning to identify innovative practices and approaches to learning, to share with the broader team.
  • Working closely with the Senior Learning and Development Manager to appropriately map resource for learning initiatives.
  • Where appropriate, ensuring a pilot learning takes place and key stakeholders are included with new or revamped learning solutions.
  • 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
  • Supporting the delivery of wellbeing initiatives across the firm, particularly in relation to webinar content and other support materials provided. The wellbeing approach and content will be determined in collaboration with the Talent Management team.
  • 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.
  • Insight and understanding into the firm’s learning systems to ensure they are fit for purpose including, designed for impactful user experience and measurement. This is done in collaboration with the Systems and Support role.
  • Producing and managing budgets, in collaboration with the Talent Managers, Senior L&D Manager and Content Curator and with support and approval from the Head of L&D. Developing learning programmes and intervention within the parameters of the budget.
  • 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.
  • 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 4% 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.