This is a genuinely brilliant role that someone can really take on and make their own and also an attractive/competitive opportunity with the hybrid and flexible working options available.

Client really needs someone who wants a blank canvas, doesn’t want or need to be micro-managed, is a self-starter, can get stuck in and has good focus and attention to detail.

They are a high-quality output team that genuinely believes in people and the more informal/human-centric approach to work, and so someone who shares this would be perfect.

This role will support the business globally which is very exciting.

Happy also for the successful candidate to operate a bit more at Advisor level and ideally looking for a step-up over time but has experience of things like competency frameworks, succession planning and talent management.

This position exists to partner the business through leading on all learning and development activities, be the accountable person for organisational competence, be the point of contact for all employee development matters, and hold the position of being the organisational expert in l&d.

Driving positive employee performance through continuous development, fostering a culture of lifelong learning and self-directed development, and ensuring learning offerings are available equally across the organisation globally, is key.

Key Responsibilities

• Be the organisational owner of organisational competence, through owning the SKEB (Skills, Knowledge, Experience and Behaviour) matrices at a high-level, and being abreast of the competence requirements as stipulated by industry bodies.
• Work collaboratively with line managers and employees to identify the right learning solution to address competency gaps
• Design and deliver learning solutions on a range of topics such as HR policies and procedures and new business practices
• Be responsible for the careful management of the organisations learning and development budget
• Support and contribute to delivery of the Company HR Blueprint, taking ownership of learning and development projects, and in some cases organisational development projects.
• Promote a culture of self-directed lifelong learning, encouraging employees to self-assess their development needs continuously throughout their employment relationship with the Company, working with their line manager and the L&D business partner to identify the appropriate development tool.
• Research, identify and implement a learning management system (LMS) that supports, professionalises and enhances our learning and development offering within the company.
• Oversee the annual Performance Development Review (PDR) process, ensuring the process is understood and implemented effectively, extracting the content and creating an annual learning needs analysis accordingly. Once the LNA has been created, the L&D business partner will be responsible for addressing the competency gaps that have bene identified via the PDR and SKEB processes.
• Implement and oversee a talent management framework that supports talent development, succession planning, and employee retention.

 Capabilities

• CIPD L7 Qualified or has the equivalent experience. A Chartered Member of the CIPD would be preferred but not essential. A member of the LPI would also be advantageous
• Able to work both strategically and tactically, simultaneously. Able to be forward-thinking, creating longer-term development plans that ensure the organisation has the capability levels to future-proof the business, whilst responding to learning and development solutions that aren’t previously planned, as and when they arise.
• Can establish themselves in a new position with peers and internal customers, through demonstrating credibility and effectiveness.
• Has project management experience, preferably having used professional project management tools and processes.
• A strong self-starter and time manager, who is proactive, flexible, a good team player and committed to achieving deadlines.
• A good understanding of proven learning and development tools and practices, as well as an understanding of the key external influencers in the world of l&d.
• Experience of operating in a multi-site, multi-business Group setting, preferably both nationally and internationally.
• Able to collate and analyse l&d data in order to determine insights that influence employee performance across the Group.
• Has mastery of focus and can work on a variety of different projects both simultaneously and sequentially.
• Can apply creativity in problem-solving, using insight, evidence and intelligence when making decisions.
• Takes a methodical and pragmatic view on matters, especially where there may be ambiguity.
• Adopts a coaching style when working with colleagues.
• Is versatile, inquisitive and very well-organised.
• Has excellent attention to detail and produces work to a high standard.
• Is personable, positive and enthusiastic, representing the business in a positive light at all times.

Company Values

Customer First : Our customers are our ultimate priority – their experience of engaging with the Company, at any point and with any product or service, should be positive.

Safety Matters : If our goal is to make the world a safer place, safety should be intrinsic to all we do. It’s by doing this we can foster a culture of safety, a culture that’s expansive and transferrable, so that people take that with them wherever they go.

Integrity In All We Do: We don’t just manufacture products, we deliver confidence, advising customers on the best solution for their project. The ethos to do the right thing is within all of us, and this should be demonstrated when engaging with customers, work colleagues and suppliers.

Respect For Each Other : We are a proud team that understands that each and every one of us is working towards a common goal. There is no single person better than anyone else.

Strive For Betterment : Standing still isn’t an option. Our DNA is always to improve, to do better. You’re a part of something great. Forward-thinking isn’t just for our technical teams, it’s for all of us.