Learning and Development Lead (EMEA)
C£90K basic salary + extensive benefits
|Role||Learning and development consulting|
A truly exciting opportunity to significantly impact organisational effectiveness in a high growth environment across a hugely important region. Experience of the technology sector would be an advantage but not a must, what you must have is a passion for behavioral change, deep stakeholder management skills and an exceptional track record in Learning and Development.
This job aligns to the LPI’s Capability Map see how
- Design and drive people development initiatives
- Align and implement and execute learning best practice as part of a global expert team
- Develop and enhance the sharing and embedding of knowledge across complex regional learner populations focused on continuous and long-term improvement
- Consult and develop relationships based on credibility, understanding and passion for improvement
- Utilise full blended learning capability across the region
- Coaching and leadership development design
- Outstanding facilitation ability
- Design of impactful, experiential, and personal learning experiences.
- Self-directed yet a team player
- Expert at creating regional focused appropriate learning strategies
- Strong passion for L&D
- Expert LD professional with experience of complex, matrix or high growth global business
- Educated to degree level or equivalent
LPI Capability Map
This role aligns to the following competencies on the LPI’s Capability Map. If you plan to apply for this job, it will help your application to submit your Capability Map Competency Profile, in addition to your CV.
Design and develop solutions
Design and develop solutions
(Co-)Designing and developing learning experiences and solutions that include appropriate formal and informal learning solutions, resources and performance support, ensuring that business, performance and learner requirements are met.
Facilitate face-to-face learning
Facilitating face-to-face learning events, using engaging facilitation skills to actively involve people in learning, motivate them to adopt desired behaviours and meet agreed session outcomes.
Performance and impact
Develop organisational capability
Identifying and developing the individual and team capabilities required to enhance organisational capability, which is also aligned to strategic business priorities.
Resolving workplace performance issues by partnering with customers/clients to provide a systematic analysis of performance gaps, recommending appropriate performance interventions and measuring ensuing business outcomes.
Strategy and operations
Develop L&D capability
Keeping L&D’s capabilities current and future-ready.
Aligning the learning strategy with the business strategy, planning to move the business forward and guiding execution of L&D tactics in line with strategy.
Manage and improve L&D processes
Managing L&D business processes and their continuous improvement.
Manage L&D procurement and finances
Specifying, sourcing, ordering and receiving supplies, services and assets required for L&D activities. Building and maintaining supplier relationships and managing supplier performance. Managing operating and capital budget allocated to L&D.
Manage L&D resources
Ensuring adequate capacity, availability and optimal utilisation of people, facilities and equipment to meet current and future organisational learning requirements and provide a seamless end-to-end customer experience.
Manage technology for learning
Working with others to manage the technology strategy, roadmap and tools used to enable the individual and organisational learning and performance needs of today – and the innovations of tomorrow.
Marketing and communications
Creating, communicating and delivering messages for L&D and learning solutions that demonstrate value for the business and its people, in support of a learning culture that encourages engagement of all parties.