Learning and Development Business Partner
| Role purpose |
| Training, Learning and Development supports across all operational and enabling functions, creating an established L&D agenda consisting of strategic initiatives that support “capability building” aligning our values and strategic priorities. In addition, it is instrumental in the development and delivery of our apprenticeship programmes, aligning with Group objectives. Delivery of learning takes a variety of methods including through digital formats and in-person sessions. A key deliverable is to support the development and shape the early years strategy based on the business talent targets, mitigating any skill gap shortages. This role is ‘hands-on’ and practical as well as strategic and works to balance the day-to-day transactional training requirements alongside supporting transformational change programmes. |
| Personal Skills |
| § Ability to engage, influence and communicate with colleagues and cross functional departments to build rapport, trust and respect to ensure the achievement of training objectives.§ Creating training materials and programmes to address specific business requirements.§ Passionate about new learning, training and development innovations and progressive in approach to delivery.§ Willingness to travel to support and engage with apprenticeship activity and end to end pastoral care.§ Motivated to seek out where improvements can be made, acting upon them to generate continuous improvement.§ Inclusive, empathetic and inspiring; recognises the responsibility of engaging with those very early in their careers, ensuring career mapping and development planning is embedded.§ Highly organised, able to prioritise tasks independently whilst remaining agile and accommodating to business changes.§ Excellent communicator, written and oral and strong emotional intelligence, data driven ensuring all reports, records and training budgets are accurate.§ Ability to demonstrate a strong sense of integrity in the training, learning and development space, recognising how emotive and important appropriate career development is for employees.§ Resilient to operate in a fast paced and commercially driven environment.§ Monitoring and assessing the effectiveness and success of training programmes ensuring training evaluation – monitoring of the learning and how effectively it has transferred to the employees. |
| Qualifications / Experience | |
| Essential:§ Relevant experience in training, learning and development roles which demonstrate a sound L&D and early careers background applicable to this position.§ Relevant experience in managing apprenticeships, engaging with course leaders and other key internal and external stakeholders | Desirable:§ Experience of designing and implementing a completely new apprenticeship scheme.§ CIPD level 5 or higher |
| Professional Registration(s) |
| § CIPD membership to Associate level or higher. |
Roles and Responsibilities
Stakeholder Management
1.1 Engage with colleagues across divisions and at Group level to ensure consistency and collaboration where possible and build credibility
1.2 Engage with people managers regularly to ensure they have access to adequate L&D support
1.3 Ensure strong collaboration with members of the HR team, specifically the HRBPs and regional ops managers to ensure sight of training requirements and career development needs
1.4 Driving a culture of continuing professional development (CPD)
Learning and Development
2.1 Design blended learning solutions that reflect latest trends and learning theories appropriate to the business and for all levels
2.2 Solutionise training requirements from the PDR process
2.3 Lead the facilitation and management of all T&D programme rollouts
2.4 Support HRBPs with career development mapping, pathways and training frameworks
2.5 Training evaluation – monitoring the success of the learning and how effectively it has transferred to the employees
Apprenticeships
3.1 Responsible for the end to end management of apprentices, including sourcing, induction, onboarding, performance monitoring and full pastoral care through to successful graduation
3.2 Trail blazing with new apprenticeships and early years engagement
3.3 Strong collaboration with external bodies (including schools, colleges, universities, placement services etc) to ensure a diverse piepline is created
3.4 Responsible for enaging with Group regarding the DAS as needed and managing the apprenticeship levy
Dalkia Academy
4.1 Act as the Engineering Lead for the Dalkia Academy ensuring regular engagement with central Group lead for direction and alignment
4.2 Responsible for identifying requirements within the business and ensuring successful placements that deliver against requirements
4.3 Trailblazing academy initiatives and acting an ambassador for early years learning
4.4 Championing collaboration in governing the Dalkia Academy so that learning is aligned to best practise, meets industry standards
5. Projects and Ad Hoc Duties
5.1 Responsible for managing the L&D budget
5.2 Lead on L&D projects contained within the HR plan
5.3 Staying up to date with industry iniatives, best practise, compliance. Owning the delivery of rollout
5.4 Ability to analyse and interpret people data in order to drive informed learning interventions
5.5 Ensuring that all training and development is conducted with an ED&I lens to ensure we support our strategic priorities and upholds our values
Manage Self
6.1 Effectively communicate at all levels across a variety of platform
6.2 Manage time efficiently by carrying out routine review of priorities
6.3 Lead by example, acting an an ambassador for the Dalkia values and inspiring and supporting those with whom you work
6.4 Utilise opportunities to network with other HR & L&D professionals across Dalkia but also those in wider the construction industry
6.5 Be output driven and work in a flexible and agile way
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