The Learning & Development Partner plays an integral role in building organisational capability by designing, delivering learning interventions.

This role will plan monthly to align the change programme with the Company’s Learning and Development Strategy.

This role will have no direct reports.

MAIN ACCOUNTABILITIES OF THE POST

• Deliver organisational learning objectives by working with our framework and established development programmes that support organisational growth, culture, and capability.
• Contribute to the development and implementation of learning strategies by diagnosing learning needs through robust training needs analysis to shape solutions aligned to organisational priorities.
• Deliver high-quality learning content across the business, including programmes, workshops, toolkits, digital materials, blended learning, and self-directed resources, to ensure learning materials reflect modern L&D practice, adult learning theories, and inclusive methods.
• Support the creation of leadership and management development by working with subject matter expertise to provide behavioural and skills-based learning pathways and core behavioural frameworks on areas such as HR and ED&I.
• Facilitate consultancy and bespoke team development events, leadership workshops, coaching-style sessions, and reflective practice by supporting managers and leaders in developing capability in areas such. Improving areas such as performance management, people leadership, change management, and organisational culture.
• Contribute to wider Organisational Development (OD) initiatives, including talent development, engagement, change programmes, and culture-building activities by support succession planning, skills development planning, capability frameworks and more to ensure L&D is aligned with the wider OD strategy.
• Oversea learning activity by tracking, measuring and using data, insights, and evaluation methods to continuously improve learning outcomes, whilst contributing to organisational effectiveness.
• Organise training providers by working with various approved externals partners to drive value for money and effective learning with employees.
• Champion a learning culture and promote continuous professional development across the organisation.

WORK CONTEXT

The People and Organisational Development team determine the organisational needs for all people related activities. It delivers reliable, transformative, and expert advice to support colleague’s development and create a trusting and inclusive environment. This role will contribute to the success of the organisation by collaborating with stakeholders to support the development of a culture that prioritises, succession planning, leadership, and skills development across the organisation to ensure a high-performing, future-ready organisation

AUTONOMY AND DECISION-MAKING

This role will work within established L&D policies and procedures.

Decisions this role will make:

• Day to day learning and development delivery in line with the L&D strategy.
• Learning and Development advice which support the alignment of workplace leaning with the wider organisational and L&D strategy.

Decisions this role will refer:

• Change to L&D policy, new policies or decisions taken in line with further consultation change activities.
• Decisions where delegated authority has been given by L&D Manager

COMMUNICATIONS

Internal:

• Head of Organisational Development – Weekly email and phone conversations to provide updates on L&D programme delivery and translate the strategic direction into deliverables.
• Senior Leadership Teams – Ad-hoc face to face meetings to discuss current L&D delivery and the execution of new initiatives.
• L&D team – Daily/Weekly, updates on workload, any focused tasks to be completed, employee learning concerns, reporting though weekly meetings and emails.
• People Partners Partner – Ad-hoc, phone and face to face meetings to support the improvement of learning programmes and behaviours which to align with the wider L&D and HR strategy.
• Project Teams and Owners – Weekly, emails and face to face meetings to discuss the progress of L&D projects and support the change of behaviours.

External:

• L&D Delivery Partners – Ad-hoc, email and phone contact to coordinate the delivery of L&D content and projects.

MAIN AREAS OF DIFFICULTY

• Delivering L&D programmes and managing stakeholders to communicate the activity, this will require challenging and overcoming resistance to learning.
• Support the creation of bespoke learning solutions in an environment which has a lot of legacy ways of working and practices.

KNOWLEDGE, SKILLS AND ATTRIBUTES REQUIRED FOR THE POST

Essential

• CIPD Level 3 or equivalent in Learning & Development or HR
• Coaching qualification – minimum ILM L3 or equivalent.
• Significant experience in both training design and delivery
• Strong facilitation and training delivery skills in the disciplines of leadership and management development and soft skills

Desirable

• Knowledge of Insights Assessment Tool
• Experience using learning technology (LMS platforms, digital authoring tools, analytics tools).
• Welsh language skills.
• A working knowledge HR and EDI in the workplace