Role Profile
Job Title:
Learning and Development Manager
Company:
Catalyst Housing Limited
Reporting to:
Head of HR
Direct reports:
Learning and Development Coordinator
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Role Purpose
To provide expertise and leadership in the field of L&D, working in close partnership with senior
colleagues to ensure the development and transformation of a capable, skilled and effective
organisation that is well equipped to deliver business objectives and supports continued service
excellence whilst maintaining a strong commercial focus.
To play a key role in the delivery of the People and Organisation Development transformation plan,
designing and implementing a new L&D strategy for the organisation, assessing priority and future
needs and developing leadership/talent development plans, programmes and solutions which drive
culture change, high performance and support the broader aims of the business.
To support the development of a ‘learning culture’ where all colleagues are empowered and
equipped to drive and manage their own development.
Key Accountabilities
Lead the development of the central L&D function, developing and implementing strategies and
plans and putting into place the systems and structures to achieve a fully coordinated and effective
approach to upskilling and transforming the organisation. This will include developing processes to
help managers systematically evaluate and address learning needs.
Manage the central L&D plan and budget, collaborating with colleagues to ensure that all
development activity is targeted, challenging and provides value for money.
In partnership with managers and HR/OD colleagues, identify behavioural, management and
leadership capability gaps and talent needs within the organisation, and use this insight to designing
and delivering a programme of solutions which is aligned to the Catalyst behaviour framework and
incorporates digital solutions. Ensure plans are aligned with the Talent, Performance, Resourcing and
Engagement agendas.
Assess and make recommendations in relation to learning technology requirements that will support
the delivery of the L&D strategy, and work with IT colleagues to identify and develop the enabling
solutions to achieve this.
Develop and implement tools that maximise opportunities to embed learning within the workplace,
including effective evaluation systems and ‘knowledge management’ practices
Develop and implement tools and aids for colleagues and managers to proactively manage and
accelerate workplace learning using the 70/20/10 framework.
Lead Catalyst’s procurement of and relationship with external L&D providers, vetting and sourcing
talented partners who deliver high quality and value.
Provide leadership, management and development to the L&D Coordinator, and act as part of the
HR Management team including coaching and developing junior colleagues and collaborating on
projects in line with the broader People and Transformation plan.
Develop a programme of ongoing professional development and learning for colleagues involved in
the design and delivery of internal training, ensuring professional standards, quality and consistency.
Role specific skills and knowledge
The role holder will have extensive experience of managing an L&D function within a complex
organisation, preferably with experience gained within a commercial sector.
Experienced in all aspects of the L&D cycle from needs assessment, creating detailed strategies and
plans, setting up coordination and administration systems, designing and delivering learning
programmes, sourcing and managing suppliers, evaluating and embedding learning outcomes and
managing a broad range of internal stakeholders.
Experience of developing leadership, talent and change programmes which deliver business
transformation and organisation effectiveness.
Demonstrates the ability to partner with the business as a true ‘specialist’, establishing professional
credibility and building relationships quickly; self-motivated to manage expectations/needs of
customers and ensuring an excellent standard of service is provided at all times.
A recognised qualification in L&D and/or CIPD membership is desirable but not essential.
Demonstrates our core principles of ‘Making it Easy’, ‘Making it Happen’ and ‘Making a Difference’
in every aspect of the L&D Manager role.
.
A personable team player – works collaboratively with colleagues at all levels, and demonstrates a
willingness to ‘role your sleeves up’ to get the job done.
Assertive, highly professional and willing to both challenge and be challenged.
Demonstrates self-awareness and emotional intelligence in their relationships with others.
Develops and manages positive, professional and mutually beneficial relationships with colleagues
and external partners.
Acts as an ambassador for Catalyst, networking externally in the interest of business activities,
promoting Catalyst as an Employer of Choice and excellent service provider.
The Catalyst Way behaviours
All colleagues are expected to demonstrate the core Catalyst behaviours:
Makes it easy

Communicates regularly and effectively with customers and colleagues.

Constructively challenges any barriers to giving the best service to customers.

Accountable and takes ownership for own work, performance and personal development.

Accessible, makes time for others and achieves ‘the way we work together’ standards.

Lives the ‘one team’ culture.
Makes it happen

Commits to doing their job brilliantly every day.

Takes responsibility for receiving feedback on own performance and acting on it.

Delivers what is promised, accurately and efficiently.

Finds the right solution quickly and keeps manager and customers informed.

Decisive and quick to respond to customers and colleagues.
Makes a difference

Achieves things which make a significant and positive impact on customers, colleagues and the
business.

Is a great colleague and manages impact on others even when under pressure.

Supports the company vision and demonstrates the Catalyst Way both in word and action.

Keeps up to date with what’s going on inside and outside of Catalyst and uses this information
to make a difference.

‘Skates to where the puck will be’ (anticipates what’s ahead and takes appropriate action).
All colleagues are responsible for their own Health & Safety and for ensuring a safe working
environment for other colleagues.