JOB DESCRIPTION JOB TITLE
Learning & Development Co-ordinator
DEPARTMENT REPORTS TO POST HOLDER GRADE JOB PURPOSE
Human Resource Development (HRD) Head of Learning & Development EU (Professional & Technical)
To work with the Head of Learning & Development within the HRD Team to support the development of the Agency’s Learning and Development initiatives, providing expertise and support on the identification and appropriate resolution of the Agency’s learning needs, recording and ensuring the quality and accuracy of all learning and development data held.
ORGANISATION CHART
DIMENSIONS 1. Agency-wide support of L&D initiatives, providing diagnosis of skill gaps and advice and guidance to managers regarding appropriate L&D solutions. 2. Reporting/ Analysis - Support the production of regular/ ad-hoc management reports to underpin L&D initiatives, as required. 3. Provide technical input to training materials, advice and guidance on L&D Policies and Procedures. 4. Responsible for the full remit of the L&D input to the induction programme and deliver designated training courses as delegated by Head of Learning and Development.
PRINCIPAL ACCOUNTABILITIES 1. Support the development and implement improvements of Learning & Development initiatives to underpin all the Agency’s development related activities, policies and processes and ensure full integration with other systems as necessary. 2. Champion the Personal Development Curriculum to ensure full exploitation, use and commitment by the senior managers, people managers and individuals across the Agency. 3. Lead the transition of current and historic Learning and Development personal records onto Snowdrop, ensuring fit for purpose and accurate management report settings.
4. Collate completed Personal Development Plans Agency-wide and analyse learning requirements to forecast L&D requirements. Support Head of Learning & Development to develop the Agency’s learning plan to ensure all requirements are delivered. 5. Monitor feedback from attendance of training courses to suggest and implement enhancements to delivery and content. 6. Organise the provision of learning events in line with the learning plan, including ensuring attendance, provision of relevant materials and equipment, refreshments, etc. 7. Provide Learning and Development updates to the Operational HRD Team to ensure integration and communication of all L&D initiatives. Work with the HRD Business Partners to provide information to support performance and development activities across the Agency. 8. Lead on projects as delegated by the Head of Learning and Development and contribute to HRD operations as required.
PLANNING AND ORGANISING 1. Provide timely up to date MI reports to HR team and directorates in line with HRD Business Partnering approach. 2. Ensure Learning Events are prioritised and planned on a 12 monthly cycle to satisfy all learning and development requirements as dictated by personal development plans. 3. Organise the requirements of learning events to ensure attendance and relevant materials and arrangements are made.
DECISION MAKING 1. Advise HRD Business Partners and line managers on relevant interventions to resolve development needs to ensure effective use of resources. 2. Influence the adoption of the Personal Development Curriculum across the Agency. 3. Design course content to efficiently address skill need.
INTERNAL AND EXTERNAL RELATIONSHIPS 1. Integral member of the HRD team, assisting Learning and Development to integrate into the Business Partnering approach by providing updates on the latest L&D interventions and advising on appropriate L&D support. 2. Develop and maintain close working relationships with key stakeholders internally and externally with consultants. 3. Develop sound working relationships with staff across all Directorates to ensure they are receiving appropriate support from L&D. Encourage full use of the curriculum to assist in identifying appropriate development solutions.
KNOWLEDGE, SKILLS AND EXPERIENCE NEEDED 1. Educated to “A” level standard, ideally a graduate in a development related subject or with an equivalent level of technical based work experience in a relevant role. 2. Experience of working in a Learning and Development Team within a fast paced organisation, providing advice and guidance. 3. Qualified or working towards Certificate in Training Practice. 4. Strong skills in use of Microsoft Office Systems especially excel, powerpoint, and word. 5. Excellent overall organisational skills. 6. Experience of working with a HR Information System would be desirable. 7. Good communication (written and verbal), numeric and IT skills.
SPECIAL FEATURES Attention to detail and high concern for quality.
WHERE DOES THIS ROLE NEED TO BE BASED Warrington
COMPETENCY PROFILE
Communications A Able to make themselves understood and hear others o o o o
Speaks confidently and with clarity Balances listening and talking in dialogue Uses different communication media Makes effort to spread their knowledge to help others
Teamwork B Proactively engages others o o o o o
Identifies and responds when colleagues need support. Seeks help outside the immediate team when appropriate. Solicits help from colleagues e.g. an “expert� on a particular type of issue. Shares information, skills and ideas with others. Thinks of team performance in addition to the achievement of personal accountabilities.
Information Seeking B Digs deeper and performs systematic research o o o o o
Does not stop with the first answer or superficial information; finds out the underlying reasons why something has happened. Knows when it is appropriate to draw on previous experience and when to seek new information. Contacts others who are not personally involved to get their perspective or benefit from their experience. Over a limited period of time conducts an in-depth investigation, consulting a variety of resources, to answer a specific query or address a business issue. Builds up a broad understanding of the business operations.
Concern for Quality B Takes steps to correct mistakes o o o
Double-checks the accuracy of information and the completeness and quality of own work. Takes action to address errors and mistakes. Reviews data and materials to ensure accuracy and quality of service.
Service Orientation B Seeks to understand the customers views o o o o
Asks questions to better understand the customer and their real needs. Strives to let the customer know they are being listened to. Seeks feedback on satisfaction, perception and performance. Proactively distributes accurate and helpful information to the customer.
SELECTION AND ASSESSMENT Minimum process: Panel Interview R Competency Assessment R
Additional relevant process: Presentation 0 Written report 0
Group discussion 0 In-tray exercise 0
JOBHOLDER SIGNATURE: IMMEDIATE SUPERVISOR/ MANAGER SIGNATURE: DATE: