Learning and Development Manager

I am currently working with a well-known not for profit organisation within the arts and music field who are looking for a permanent Learning and Development Manager to join them as soon as possible.

They are looking for someone who can raise and improve the profile of Learning and Development across the entire organisation by developing coherent, prominent and forward-looking strategies and initiatives in relation to: talent management, succession planning, leadership development, induction /on boarding, work experience and interns, developing skills and addressing deficits, mandatory training, soft skills enhancement, appraisals, career progression and retention.

  • Identify training and development needs at an organisation-wide level, as well as for specific departments and roles, to minimise skills deficits, enhance personal development and career progression within the organisation (as part of a talent management and succession planning programme).

  • Manage and develop the organisation's performance management and skills framework (including the appraisal process) to ensure this is implemented across the whole organisation in line with the L&D strategy. Provide advice, workshops and guidance for managers and employees on all aspects of the framework, to ensure the process is meaningful, effective and not viewed as a 'tick-box exercise'.

  • Design, develop and procure cost-effective high-quality training and development programmes based on both the organisation and individuals' needs, including essential skills, mandatory training, train the trainer, technical and role-specific requirements.

  • Develop training itself as a key engagement tool and champion team building, coherence and cross departmental collaboration as a way of learning and sharing insight in order to reinforce the organisation's 'one team' values.

  • Maintain strong relationships with external bodies, training providers and apprenticeship networks outside of the Hall to stay abreast of developments in legislation and good practice regarding apprenticeships

  • Support the organisation's apprentice cohort through to the successful completion of their apprenticeships by ensuring each apprentice fulfils the required studying, evidence-gathering and practical elements of each apprenticeship. Manage and support the 20% off the job learning periods for the apprentices and maintain contact with relevant training providers to ensure each apprentice remains 'on track'.

If this sounds of interest to you then please do get in touch at emilymcgeough@oakleafpartnership.com


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