Duties and Responsibilities
Learning content Preparation:
Create, review and quality assure all learning materials including master presentations, exercises, learner guides, faculty guides for learning programs, tailoring the tone and content to match the needs and expectations of the audience.
Learning and Development (L&D) Program Design:
Lead the end to end to end design and development of blended learning journeys and (L&D) programs to meet individual and organizational learning needs within specified timescales and resources; identify and incorporate appropriate L&D methodologies and delivery channels including in person, digital, virtual etc; oversee the development of content to support high levels of learner engagement and achievement of learning outcomes using learning science, UX design and data analytics, focuses on workplace learning design, and iterative development for continuous improvement; leverage AI, gamification, social and workplace learning strategies
Learning Needs Analysis:
Engages with department line management and SME’s to clarify short- and medium-term organizational requirements, to set priorities for learning and development (L&D) interventions, and to define required learning outcomes; specify and manage the collection and analysis of data to inform learning needs analysis. Partners with key stakeholders to align learning initiatives with business priorities and workforce capability requirements
Policy Development and Implementation:
Develop procedures and interpret and apply policy for area of expertise to achieve specified outputs, or advise the wider business on application of policy, then monitor implementation of those procedures within the organization.
Development Center Design and Delivery:
Create experiential learning centers e.g. labs, simulation spaces in line with an agreed specification; identify, tailor, and validate pre-existing exercises and feedback and development planning processes and tools; develop and validate new content where appropriate; quality-assure documentation; onboard facilitators and assessors to engage and deliver learning journeys, facilitate activities, and support individuals in their learning, growth and development.
Data Analytics, learning measurement and Insights:
Specify, develop, and test HR data collection procedures and tools within an area of HR practice to meet defined key principles and ensure compliance with external requirements; Investigate complex hypotheses, using a wide range of HR data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance. Define and track key learning metrics (engagement, knowledge retention, behaviour change, business outcomes); use participant feedback and data analytics to measure effectiveness and iterate on learning solutions, apply evidence-based learning evaluation models e.g. Kirkpatrick’s model, ROI model
Information, Business Advice and Stakeholder Engagement:
Provide specialist advice on the interpretation and application of policies and procedures, resolving complex or contentious queries and issues and enabling others to take appropriate actions; build and maintain strong partnerships with key stakeholders and external vendors; translate business needs into scalable and measurable learning interventions, facilitate learning ideation, advisory and design sessions
Personal Capability Building:
Act as subject matter expert in an area of technology, policy, regulation, or operational management for the team. Maintain external accreditations and in-depth understanding of current and emerging external regulation and industry best practices through continuing professional development, attending conferences, and reading specialist media.
People leadership & operating model:
Lead, mentor and develop a team of learning experience designers and content developers; foster a high-performance culture, oversee all HR related processes for the team from onboarding to offboarding e.g. recruitment, goal setting, performance management; track metrics for individual and team success, advocate and enable broader HC practices e.g. culture, employee wellness; work with cross functional agile and specialist teams, contributing to sprint events and tooling; use feedback loops and data to iterate and improve learning products
