Our client is an ambitious housing association with a clear corporate and people strategy, focused on enabling customers to live in homes they can build a life in. They are part‑way through a significant organisational change programme, with a strong emphasis on developing the skills, behaviours and workforce capability required to build a high‑performing, values‑led organisation.

Their initial focus has been on getting the basics right. They are now moving into a phase of embedding success as set out in their People Strategy. This is within an organisation with historically low people and performance management maturity, requiring a pragmatic, supportive and engaging approach.

A new Skills & Behaviour Framework has been developed and approved following engagement with colleagues, leaders and customers. They are now seeking specialist support to design and implement a proportionate, impactful Performance Development Review (PDR) process, underpinned by this framework.

The Role

The L&D Consultant will design and support the implementation of a Performance Development Review approach that:

• Is appropriate for a low‑maturity environment
• Builds confidence and capability in both managers and colleagues
• Supports a move towards a high‑performance culture over time

The PDR process should incorporate:

• Effective and purposeful 1:1 conversations
• A clear and meaningful annual review
• Ongoing development conversations aligned to skills, behaviours, organisational priorities and career development and / or progression

Key Outputs

• Design of a clear, simple and effective Performance Development Review framework, aligned to the Skills & Behaviour Framework
• Practical guidance on how the process should operate in practice (including rhythm, roles and responsibilities)
• Development of bite‑sized learning materials, toolkits and guidance to support managers and colleagues
• Support for the development of communications and engagement materials that clearly articulate the why, build understanding and drive adoption
• Input into an implementation and embedding approach that supports consistency, confidence and sustainability

Skills and Experience Required

• Strong understanding of organisational change journeys and working within low‑maturity people environments
• Proven experience of designing and implementing effective performance development processes, particularly where confidence and capability are limited
• Experience of embedding performance conversations, including 1:1s and annual reviews
• Demonstrable experience of developing accessible, bite‑sized learning content to support adoption of new people initiatives
• Strong stakeholder engagement skills, with the ability to build credibility, trust and momentum quickly
• Ability to clearly articulate the purpose and value of performance management in a way that resonates with managers and colleagues.