Blue Eskimo
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Learning and Development Consultant

£40K-£50K Basic Salary
#jobs #Learning and development consulting
  • Ref: 3758
  • Permanent
  • East Midlands

Join a dynamic and innovative consulting firm specialising in Leadership and Talent Development Services. Dedicated to empowering organisations by providing world-class products and services, they are seeking a passionate and experienced Learning and Development Consultant to join their team. In this role, you will play a pivotal part in designing, delivering, and evaluating a wide range of learning and development programmes, as well as supporting leaders to use personality assessments. Your expertise will help our clients enhance their leadership capabilities, improve team performance, and achieve their strategic goals.

This job aligns to the LPI’s Capability Map see how

Responsibilities

  • Consult with clients, bringing your L&D knowledge to advise on the best solutions for the client’s needs and requirements
  • Delivering of both virtual and face to face leadership development workshops and exercises
  • Advise clients on the optimal products and services to address their business challenges effectively
  • Provide insightful psychometric feedback to individuals, groups, and key stakeholders
  • Contribute to the creation and enhancement of new learning materials and content
  • Build and maintain trusted relationships with clients to gain deeper insights into their challenges and identify opportunities to add value

Skills

  • Credible and curious L&D professional with a “can do” approach
  • Excellent communication and relationship management skills with the ability to confidently consult with clients and build rapport
  • Outstanding experience in delivering management and leadership management workshops
  • Highly organised with the ability to prioritise and work in an agile, fast paced environment 

Experience

  • Minimum of 5 years experience in a Learning and Development Consultant, Manager or specialist role or similar working with external clients or senior stakeholders
  • Significant experience of consulting with stakeholders throughout the full learning and development design lifecycle
  • Experience designing and delivering leadership management programmes
  • Experience distributing or working psychometrics or personality assessments is desirable

Education

  • Qualifications within Coaching, Psychology or Learning and Development are desirable e.g. CIPD, ILM or CMI
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  • LPI Capability Map Ambassador

The LPI Capability Map

It may help your application for this job if you submit your Capability Map Competency Profile, in addition to your CV.

What can the Capability Map do for you?

Find out how the LPI’s Capability Map can help you land exactly the right job.

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Design and develop solutions

Design and develop solutions
2 – Proficient

(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.

Manage projects
2 – Proficient

Initiating, planning, executing, controlling and closing the work of teams on L&D projects to achieve goals and meet success criteria.

Performance support
3 – Advanced

Ensuring resources are available for improving performance, tagging and placing them within the context of the workflow and need as an output of performance consulting, the information architecture and learning solution design.

Facilitate learning

Facilitate face-to-face learning
2 – Proficient

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.

Facilitate live virtual learning
3 – Advanced

Facilitating interactive virtual-learning events using varied and regular interactive opportunities to encourage participation with the overall aim of meeting the session objectives/outcomes.

Performance and impact

Assess performance
4 – Strategic

Measuring individual and team performance against valid and reliably defined performance outcomes at both formative (during the programme) and summative stages (when the programme has been completed).

Data analytics
2 – Proficient

Leveraging data-enabled decisions to improve people and organisational performance.

Evaluate impact
3 – Advanced

Defining, measuring and interpreting learning impact in relation to the organisation’s performance objectives or expectations using a range of quantitative and qualitative methodologies. Evaluation scope includes both impact and effectiveness of learning solutions allows the organisation to take a view on the value that the learning has added.

Performance consulting
4 – Strategic

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

L&D strategy
1 – Foundational

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.

How do your skills measure up for this job? Create your own LPI Capability Map

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Your recruiter

Samantha Ward

Sam is a natural recruiter who is really efficient at what she does. She works across a variety of L&D roles, with a focus on learning design roles – and enjoys helping people find exactly the right kind of role for their skills.

Talk to Samantha Ward

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