Job Title:
Learning & Talent Development (L & TD)/
Organisation Development (OD) Business Partner
Line Managed by:
Head of OD
Direct Reports:
L & TD/OD Advisors x 1 or 2 (0.5 FTE’s)
L & TD/OD Assistants x 1 or 2 (0.5 FTE’s)
Staff Development Group Co-ordinator (0.2FTE)
Indirect reports:
Variety of OD related internal ‘champions’
JOB PURPOSE
The L &TD/OD team is part of the wider Human Resources team. The post
holder is responsible for ensuring people at all levels of the organisation possess
and develop the skills, knowledge and experiences to fulfil the short and longterm ambitions of the organisation and that they are motivated to learn, grow
and perform. The post holder will work with other key internal stakeholders to
create a College culture and environment that maximises engagement,
ownership, contribution and performance. The business partner will lead a
variety of projects to drive forward key aspects of the OD strategy and L & TD
Plans which support the achievement of the short and long long-term ambitions
of the organisation strategy.
MAIN DUTIES & RESPONSIBLITIES

Work with the Head of OD and the Director of OD/Communications to deliver
a range of learning and development interventions that will enable the College
to achieve its strategic objectives and ambitions. Work with the Head of OD
and Communications to develop and implement an engagement strategy that
engages staff, managers and other stakeholders in the future and managing
or engaging in the change process. Evaluate how all L & TD/OD interventions
plans impact the business and use feedback to identify gaps or unintended
consequences.

Work with managers to conduct a detailed training and learning needs analysis
within their area which identifies the skills and capabilities that need to be
developed in the short and long term to ensure sustainable performance.

Recommend and develop new and creative solutions to any capability, cultural,
process and structural issues and manage the projects to implement change.
Learning & Talent/Organisation Development Business Partner May 2014

Work with the Head of OD, Marketing and Communications to develop the
organisational brand, values and behaviours and the required interventions to
embed them within the organisation. Establishing tools to monitor the
progress of the climate, culture and engagement levels throughout the
College.

Makes recommendations for change programmes, preparing the business case
and presenting to the Director and Head of OD, ensuring these are supported
by robust data collection which is originated from formal, reliable diagnostic
tools. Responsible for utilising research to develop solutions for
implementation.

Recommends improvements to organisation architecture and infrastructure,
providing external benchmarks, rationale and comprehensive business cases
where necessary, in order to preserve fairness and maintain competiveness.

Provide leadership and guidance to L & TD/OD support teams and project
teams on all change/L&TD/OD related programmes and projects ensuring all
stakeholders are engaged and aligned with the strategic aims and College
values throughout programmes and projects.

Foster a change-ready, innovative and continually improving culture by
building relationships across the organisation, engaging all stakeholders
communicating a powerful vision.

Work with managers, using systematic processes and judgement, to assess
the overall current and future resource and talent levels across the
organisation and determine short-, medium- and long-term strengths, gaps
and needs.

Implement and manage the organisation wide succession planning process
and methodology, and ensure that College leadership and managers
understand and are fully engaged with talent identification and succession
activities and processes.

Support College resourcing activity by designing assessment and selection
processes in conjunction with the Resourcing team to ensure assessment
events are fair, take account of gender, cultural differences and norms, and
meet standards for diversity and fair access of opportunities for all.

Lead the development and on-going review of College-wide induction process
to minimise the time it takes to get 'on top of the job'.

Lead the development and delivery, in partnership with the L & TD/OD
advisors, the Leadership and Management Development and Coaching
programmes and evaluate their impact and effectiveness.

Create and lead the business case for learning and training including costs vs.
benefits considerations. Working with the Systems/Admin team, design
metrics that track the business benefit and is able to demonstrate expected
return and value created.
Learning & Talent/Organisation Development Business Partner May 2014

Look for ways to continually improve College’s learning and talent
development offering, including administrative efficiencies, utilisation of
technology etc.

Deliver an appropriate blend of education, face-to-face training, experiential
learning, e-learning, coaching and mentoring that are relevant to the learning
styles of diverse groups.

Design and facilitate internal learning events and workshops, delivering
content as appropriate, e.g. staff development days.

Negotiate and manage major third-party contracts for the delivery of learning
and training services, establishing reasonable costs and high standards of
execution. Set and manage appropriate metrics to track delivery.

Establish systems and processes to ensure that staff are adequately trained
and regularly retrained in safety-critical skills and other compliance
requirements in accordance with local legislation and requirements such as
Safeguarding, Equality and Diversity.

Encourage leaders and managers to have clear and straightforward
conversations with people about their strengths, limitations, development
needs and career aspirations, and to develop mentoring coaching relationships
with key talent.

Act as a talent broker encouraging the transfer of individuals from one part of
the College to another to obtain specific developmental experience.

Design and market e-learning packages developed as part of the L & TD and
OD strategies.

On-going contribution to the development and implementation of the
College’s OD Strategy.

Attend various cross college meetings to represent the function/team.

Responsible for working towards and maintaining any best practice awards
we are striving to emulate e.g. Investor in People Standard or similar.

All staff must observe and adhere to the College’s Health and Safety policy
and procedure.

Other ad-hoc duties as required from time to time, e.g. participating in job
evaluation processes, interviews and inductions.
Learning & Talent/Organisation Development Business Partner May 2014
Person Specification
Achievements & Experience
Demonstrable experience contributing to a learning and development
vision and strategy.
Demonstrable experience contributing to an Organisation Development
vision and strategy.
E
E
Experience of advising, supporting and working closely with managers
in relation to identifying and implementing learning and talent
development solutions.
E
Demonstrated ability to develop and maintain strong, effective working
relationships with others to achieve successful outcomes.
E
Experience of delivering learning, facilitating and presenting to varying
sized groups adapting to different audiences.
E
Proven ability to develop a good understanding of business issues and
how to identify and deliver learning interventions and solutions to meet
business needs.
E
Experience of successfully developing and implementing strategy,
policy or operational plans across an organisation.
E
Experience of using data to identify and inform plans.
E
Track record of contributing to the management of change
successfully.
E
Experience of designing and implementing organisation wide initiatives
engaging with key stakeholders.
E
Successful experience of managing teams towards high performance.
D
Knowledge
Up to date knowledge of best practice in relation to learning and talent
management.
E
Sound knowledge of training and learning needs analysis.
E
Knowledge of organisation development methodologies and tools.
E
Understanding of learning and training interventions in a diverse
environment.
E
Skills
Ability to communicate verbally and in writing in a clear, concise and
effective way with the ability to adapt to different audiences.
E
Excellent interpersonal and consultative skills, including the ability to
present, negotiate and influence a variety of audiences.
Learning & Talent/Organisation Development Business Partner May 2014
Ability to manage a diverse workload, able prioritise, plan in advance
and work well under pressure.
E
Proven effective people management skills.
E
A solution based approach to problem-solving.
E
Ability to write reports and effectively communicate complex issues,
showing attention to detail.
E
Coaching Skills.
E
Facilitation and presenting skills.
Ability to champion and promote new ideas that contribute to the aims
and meet the business needs of departments and the College as a
whole.
E
Ability to review and utilise data to inform and contribute to strategic
and operational planning.
E
Project management skills.
D
Other
Flexible approach to work and a commitment to contribute to the wider
HR team and College as a whole.
E
Commitment to continuous improvement together with an interest in
personal development and be prepared to undertake relevant
development activities.
E
Demonstrable commitment to the College’s vision and values.
E
Commitment to Equal Opportunities, Customer Care and delivering a
high quality service.
E
Learning & Talent/Organisation Development Business Partner May 2014