Role Profile
Job Title: Learning & Development Manager
(6 month fixed term contract)
Role Profile Number:
Grade: S (Salary Range £36,764 - £42,996)
Date Prepared: 8 November 2012
Salary:
Directorate/Group: People & Development, Reporting to: Head of People & Development
Resources
Structure Chart attached: Yes
Posts/team reporting to this role: 3
Job Purpose
To lead, across the whole organisation, the defining, scoping, commissioning and evaluation of
learning & development solutions in order to drive on-going improvement in organisational
performance and behaviours, enabling our Stronger Together change programme and our Strategic
Priorities to be successfully delivered at pace. Key deliverables over the 6 month contract will be:
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An integrated development plan for the organisation to take account of:
o Statutory requirements
o Key skills for managers (to up-skill managers following reductions in resources in
professional teams such as procurement, project management, etc as well as other
areas such as people management, as part of an enabling strategy to decrease the
amount of time spent on resolving complex people issues that should not happen with
effective leadership in place)
o Capability development to support delivery of the six strategic projects and the
underpinning Stronger Together behaviours
o Behavioural and coaching development (linked to a stronger customer focus and
relationships within the organisation)
o Working with our partners and the private and voluntary sector to deliver change and
enable savings to be made
This plan will need to be scoped, prioritised and the best approach implemented to ensure
the highest return on our investment across the organisation (including optimum utilisation of
our Learning Management System) with maximum impact on the delivery of the six strategic
projects
Systems and processes set-up to enable the integrated plan to be effectively implemented,
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reviewed, monitored and updated
Scoping done and recommendations made for the best alignment of our learning resources
across the Council (people & money) and with partners, voluntary sector, etc as part of
developing a proposal for our Learning &Development approach and structure moving
forward (to drive out cost where we can and utilise skills and strengths in the most effective
way).
Line management of the 2 L&D consultants and one OD consultant (part-time)
Key Accountabilities
Working collaboratively with managers, teams, People & Development colleagues and partners to:
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Develop and implement a learning strategy and platform to deliver various approaches to
effective learning and development, including an approach to organizational wide coaching –
building our internal capability and ensuring that we build capacity by utilising the strengths of
those who work for and alongside us
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Explore, with leaders across the organisation, the issues that drive the need for capability and
behavioural change and development
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Scope the requirements in order to identify and then commission effective learning
interventions
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Commission the most effective and efficient ways to develop and deliver the right learning
solutions, identifying and agreeing the most appropriate mechanism for delivery (through a
blended learning approach) and provider (ie from within or outside the organization including the identification of opportunities to partner with other organisations who a have a
similar requirement)
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Oversee the effective delivery of interventions and then evaluating their quality and impact –
ensuring that this informs our approach to on-going improvement, development and
implementation of future solutions
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Identify the connections and synergies between different issues across the organisation, to
ensure that critical organisational requirements are identified and that integrated solutions are
developed
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Support, advise and coach functional leads to ensure that learning required to support
statutory organisational requirements is planned, commissioned and delivered in a cost
effective and efficient way

Leading approaches to enable the organisation to unlock and develop talent
2
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Managing the central L&D budget and advising managers/project leads to develop the
business/return on investment case for any learning and development solutions required to
successfully deliver the change/project
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Be the guardian of the organisational behaviours framework – maintaining its relevance to the
organisational context and that it is properly taken account of by the organisation from a
whole system perspective – ensuring that our organisational behaviours are core in how we
build relationships and work with our customers and with each other
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As part of the People & Development Leadership Team, supporting the development,
implementation and leadership of the key strategies that will deliver the People &
Development vision for the council
Supplementary Accountabilities
As part of the enabling functions, ensuring that accountabilities are aligned to the organisational
priorities and that, along with other enabling functions, are aligned in a way that ensures they are all
pulling in the same direction to support the organisation in a cohesive way.
Knowledge & Experience
Extensive experience of delivering results in large and/or complex organisations, that are fast-paced
and changing, through demonstrating the following capabilities:
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Strong influencing skills across a range of stakeholders
Having the courage to challenge, whilst demonstrating the ability to be flexible and adaptive,
ensuring that individual and organisational needs are taken account of
Being innovative and creative
Being a great coach
Having experience of managing complex projects
Experience of financial management
Technical learning & development/organisational development knowledge, enabling effective
diagnosis of issues and development of innovative and appropriate strategies and solutions
Qualifications
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Chartered membership of CIPD or equivalent qualification or experience
Decision Making
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Responsibility for advising and determining the most appropriate learning solution to support
the organisational issues, how best to commission the work and what the best strategy for
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delivery and implementation will be – this will involve a deep understanding of the
organisation, the context it is working in and what options are available, as well as
exceptional relationship building skills
Supporting strategic decision making as a senior member of the People & Development
Leadership team and as part of the wider enabling functions
Creativity and Innovation

The options for learning solutions are many and varied and the post holder will need to
ensure that they are innovative and creative to ensure that the most impactful and cost
effective approaches are implemented
Job Scope
Budget Holder
Yes
Number and types of jobs managed
 Learning Consultant (x2)
 OD Consultant (x0.5)
Responsibility
.
Typical tasks supervised/allocated to others
 Direct leadership of the above team
 Leadership across the whole organisation in
relation to our approach to learning &
development
Asset Responsibility:
Contacts and Relationships (how the role relates to the work of others i.e. officers, groups,
committees, general public, members, partner organisations, internal and external contacts of the
council)
 Corporate Board members and leaders across the organisation providing leadership, advice
and working collaboratively on our approach to learning & development
 Elected members to support on member development
 Partners and external organisations to develop, commission and deliver learning solutions
 Our external customers to understand the organisational context we work in and ensuring
that this informs our approach to learning
Values & Behaviours
Self- Awareness
 Awareness of one’s own behaviour, values, attitudes, strengths and weaknesses.
 Ability to reflect on one’s behaviour and change them.
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Integrity
 Authenticity – being yourself and not wanting to look good or avoiding to look bad,
 Leading by example – being the role model you wish others to grow in to.
.
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Collaboration
 Giving space to others and not imposing own views or judgements
 Enabling development through co-creation and collective learning
Meaningful Relationships
 Is compassionate and accepting of others
 Connecting with others at an honest human level
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Resilience
 To be aware of and utilise personal strengths and resources to endure tough times
 Keeping a positive outlook and using challenges as personal growth
Clarity of Intention
 Clear and effective communicator
 Is purposeful and makes decisions
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