• The Senior Learning & Development Partner’s plays a strategic role in building organisational capability by designing, delivering, and evaluating high-impact learning interventions.
• This role will have significant influence over budgetary spend.
• This role will plan several months in advance to align the change programme with the Company’s Learning and Development Strategy.
• Deliver several transformation projects.

MAIN ACCOUNTABILITIES OF THE POST

• Lead the development and implementation by devising learning strategies, frameworks, and programmes that support organisational growth, culture, and capability.
• Act as a trusted partner to senior leaders by diagnosing learning needs through robust training needs analysis to shape solutions aligned to organisational priorities.
• Design and 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.
• Lead on 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 Design (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 leaning activity by tracking, measuring and using data, insights, and evaluation methods to continuously improve learning outcomes, whilst contributing to organisational effectiveness.
• Manage relationships with external training providers by fostering collaborative partnerships to drive value for money and effective leaning 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 working closely with senior leaders and stakeholders, driving culture, 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:

• Decisions where delegated authority has been given by the Head of Organisational Design.
• 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:

• Approval of budget relating to L&D matters.
• Change to L&D policy new policies or decisions taken in line with further consultation change activities.

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.
• Executive Leadership Team – Ad-hoc face to face meetings to discuss current L&D delivery and the planning and execution of new initiatives.
• Company Wide Senior Leadership Team – Ad-hoc face to face meetings to discuss current L&D delivery and the planning and 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 discuss and coordinate long term L&D planning 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 influencing activity.

External:

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

MAIN AREAS OF DIFFICULTY

• Delivering a L&D programme and managing senior stakeholders to communicate the activity, this will require challenging and overcoming resistance to learning.
• Creating bespoke learning solutions in an environment which has a lot of legacy ways of working and practices.
• Maintaining a diverse portfolio of L&D delivery, driving value whilst the measuring the effectiveness of content.

KNOWLEDGE, SKILLS AND ATTRIBUTES REQUIRED FOR THE POST

Essential

• CIPD Level 5 or equivalent in Learning & Development or HR
• Coaching qualification – minimum ILM L5 or equivalent.
• Coaching and training delivery to senior management/exec level
• Significant experience in a senior L&D role, with a proven track record of influencing, coaching, advising, and partnering with senior leaders
• Demonstrable experience designing and delivering blended learning solutions (including digital and face-to-face) for audiences of all levels.
• Demonstrable understanding of organisational development, behavioural change, and modern L\&D best practice.

Desirable

• CIPD Level 7 or a commitment to obtain is highly desirable.
• Experience in HR training delivery and leadership competency frameworks.
• Knowledge of Insights Assessment Tool.
• Experience using learning technology (LMS platforms, digital authoring tools, analytics tools).
• Welsh language skills.