Consultancy
Work with key stakeholders to understand business issues, diagnose problems and advise on L&D interventions which have measurable benefits and impact.
Seek out and identify skill gaps, learning needs and new opportunities for learning and improvement through continuous assessments and observations.
Form and nurture professional relationships and links with internal stakeholders, teams and networks.
Champion and contribute to the delivery of organisational change/development in line with the One Plan.
Advise and empower leaders to drive learning and development initiatives within their teams.
Design and lead facilitated discussions, workshops and activities withmultidisciplinary groups and colleagues at all levels of the organisation. e.g. ‘live’ LNA, root cause analysis, workshops.
Promote the work of the team and inspire others about learning and development through speaking in meetings, delivering presentations and networking at events and conferences.
Drive a learning culture during every conversation, using coaching techniques.
Contribute to the development of the IOPC People Strategy through matrix working across the directorate, particularly with peers in the ODDT and PMW Teams.

Business & Work Flow Management
Responsible for the delivery of L&D work packages (research, design, delivering interventions, programme management & projects) through effective self-management, prioritisation and collaboration with others.
Work closely with L&D Business Partners and peer L&D consultants, officers & advisors to continuously re-evaluate and re-prioritise workloads to ensure a smooth delivery of L&D products to the business.
Contribute to the L&D business and budget planning process by providing stakeholder feedback, business analytics and LNA results amassed through consultancy work.
Follow procurement and contracting guidance when working with external providers.
Support management of professional relationships with Awarding bodies by facilitating inspections and quality audits.
Develop, draft and present high-quality business reports outlining key L&D proposals and issues.
Research, develop, draft and amend L&D strategies and policies at the direction of an L&D Business Partner.
Deputise for L&D Business Partners in their absence.
Ensure all work undertaken aligns with and contributes towards to our business strategies and plans.
Regular and consistent use of internal guidance, systems and processes to input/access key information. e.g. Ops manual, LMS, HR systems, SharePoint.

Team Work & Development
Coach and mentor L&D advisors, supporting their personal and professional development.
Embrace opportunities for personal and professional growth on the team by having regular development conversations, giving and receiving constructive feedback.
Contribute to matrix teams brought together to deliver defined projects and outcomes.
Actively contribute to team communication and collaboration platforms.

Learning And Development
Obtain and maintain a good understanding of the IOPC skill profile and existing L&D programmes, initiatives and products.
Maintain credibility and professional expertise through driving own continuous professional development, keeping abreast of industry advances.
Disseminate your learning, share good practice and ideas for improvement with the team and wider organisation.
Ensure all L&D activities are underpinned by Equality (EIA) and Data Protection.
Impact Assessments (DPIA).
Ensure L&D products add value and demonstrate impact and return on investment through effective evaluation.
Engage with relevant external organisations to carry out benchmarking activities, access peer learning opportunities and seek out good practice.
Horizon scan for L&D innovations that can contribute to the teams/organisational goals.
Design, develop and deliver effective and engaging learning & development solutions, making best use of L&D innovations including digital delivery.
Develop, review and deliver internal and external qualifications.
Support and guide individuals through their professional qualifications, apprenticeships and CPD activities.
Introduce a range of tools and techniques to encourage people to take responsibility for their own learning and development.
Encourage and support staff to embrace and develop a learning culture across the business.
Promote and facilitate cross directorate collaborations to drive knowledge sharing and CPD initiatives
Lead on a specialist branch of L&D, becoming an expert advisor to the people directorate and wider business on the specialist area.