JOB DESCRIPTION

August 2015

Job title: Learning & Development ManagerDepartment:People Services

Team:Human ResourcesJob Holder:New post

Reporting to: Head of HR & Volunteering

Aim

  • To manage the learning and development function at Crisis to ensure that staff have the skills, knowledge and ongoing learning and development opportunities to contribute effectively and support the organisation in meeting its strategic aims
  • To design and deliver a range of relevant, effective, comprehensive and cost effective learning and development solutions

Dimension

  • Budget responsibility – delegated responsibility for the training line in the HR budget
  • Staff responsibility – no direct line management responsibility butindirectly provide guidance and instruction to the HR Coordinators in organising training events

Circumstances

  • 35 hours per week
  • Occasionally visit regional Skylight Centres which may require overnight stays

Salary

  • £39,000 per annum

Organisational Chart

Principle Accountabilities

  • Lead on the development and implementation of a learning and development strategy to support Crisis’ aims and 5 year strategic plan
  • Work with managers to devise development plans for staff at all levels of the organisation, advising on appropriate learning and development interventions to create opportunities for those that are performing well and have potential as well as interventions for those whose performance is below required standards
  • Develop acomprehensive training and development programme to include:
  • a management development programme for new managers and those with potential to become managers to include initiatives such as action learning sets, coaching and mentoring, classroom learning and online learning
  • the core training programme for staff in client facing roles
  • a cohesive approach to training in safeguarding and equality and diversity
  • new staff induction day
  • targeted training initiatives for support and specialist functions (e.g. Fundraising, Policy, Finance and Communications)
  • e-learning solutions where appropriate
  • Provide advice and guidance on professional and vocational qualifications relevant to Crisis activity as well as supporting new initiatives (such as accredited training in coaching methodology for clientsor apprenticeships)
  • Commission and manage relationships with external training providers and where appropriate, awarding bodies for accredited programmes such as IAG and Teaching Qualifications
  • Develop in-house capacity for providing learning and development initiatives such as train the trainer courses and mentoring opportunities as well as acting as a workplace coach to support people’s confidence and development
  • Manage the training budget ensuring that all learning and development solutions are value for money and where external providers are engaged, that there is an appropriate fit with the values, aims and culture of Crisis. Also advise on appropriate allocation of training spend per head during the annual budget setting process
  • Regularly review and evaluate the effectiveness of all learning and development activities and report on their effectiveness and impact at an organisational, team and individual level
  • Review current arrangements for training administration, retention of training records and individual skills bank, making recommendations for improvement and where appropriate, utilising the HR database (CIPHR)
  • Collate a bank of resources to support training and development initiatives at Crisis and utilise Connect published and collaboration sites to ensure training resources are widely accessible
  • Work collaboratively with the Head of HR & Volunteering, HR Manager and where appropriate, National Volunteer Manager to find learning and development solutions to support staff and volunteers

General

  • Actively encourage and support member involvement within Crisis
  • Develop and maintain an understanding of Crisis’ work and the needs and circumstances of homeless people
  • Comply with Crisis policies and procedures, including Health and Safety policies, for which all employees owe a duty of care both to themselves and others, in accordance with the Health and Safety at Work Act
  • Carry out any other duties that may reasonably be required in the light of the main purpose of the job.

Person Specification

Essential

  1. Demonstrable experience of managing a learning and development function including the planning, delivery and commissioning of a range of development initiatives across multiple disciplines and skill levels
  2. Discrete and credible adviser to managers and staff with experience of influencing people at all levels
  1. Committed to coaching as a model for employee development and an experienced and competent coach, ideally holding an accredited coaching qualification
  2. Knowledgeable about team dynamics and personality theories such as Belbin and Myers Briggs and able to explain these theories to others to help them improve individual and team performance
  3. Hold a relevant teaching, training or HR qualification
  4. Resourceful and able to work with minimum supervision and limited administrative support
  5. Experience of managing a budget
  6. Excellent written and oral communication skillsincluding the ability to communicate with a range of audiences in group settings and one-to-one
  1. Good working knowledge of Microsoft Office and competent in using HR databases to record and report employee data

10.Commitment to Crisis’ purpose and values including equality and social inclusion

We encourage applications from all sections of the community particularly those with personal or previous experience of homelessness.