Job responsibilities
JOB PURPOSE:
The Learning and Development Manager is responsible
for the co-design and co-delivery of high quality, professional learning and
development provision for all staff across West Suffolk Foundation Trust, and
other partners as required. With a particular specialism in digital and on-line
learning, you will also lead on the curation and creation of content, and the
on-going development of the online Learning Hub for staff at the Trust.
CORE RESPONSIBILITIES:
Manage a portfolio of learning and
development activities
1.
Design, develop, deliver and review activities
that support staff learning in areas such as leadership and management;
coaching and mentoring; career development; change management; behavioural and
cultural change; and wellbeing and inclusion, working with internal and
external partners as required.
2.
Plan, organise and facilitate
training and development events / courses, both face to face and virtually
ensuring the use of appropriate tools and resources.
3.
Responsible for the development of
learning materials, including the appropriate curation of materials from
existing sources and the creation of new materials to meet identified needs.
4.
Responsible for developing and
delivering the eLearning aspects of mandatory training, including the update,
review and refresh of mandatory training online learning packages on an
on-going basis.
5.
Responsible for commissioning and
leading externally accredited programmes as identified (with the exception of
apprenticeships), ensuring alignment with wider learning and development
provision.
6.
Responsible for ensuring excellence
in the staff learning experience through analysis of data from feedback surveys
and evaluation audits.
7.
Ensure alignment with appropriate
Trust strategies related to workforce, organisational and learning and
development, as well as clinical and other strategies, in order to support
achievement of the Trusts current and future workforce ambitions.
Lead on developing, implementing,
reviewing and refreshing the Trusts approach to digital and on-line learning
8. Review existing internal and
external best practice for digital and on-line learning, utilising this as
appropriate in line with the Trusts values and culture.
9.
Develop
and continually refresh a suite of on-line resources to support self-directed
learning for staff across the Trust through the Learning Hub.
10. Responsible for the curation of
internally produced and externally sourced resources to support and enhance
user experiences.
11. Support the analysis of digital
literacy of users in order to ensure future provision remains focused on
current and future needs.
12. Manage and maintain user access to
the Learning Hub, allocating modules and courses as needed.
13. Support the technical development
and enhancement of the chosen digital learning platform(s), including
integration with other systems as required.
14. Lead on the tracking, analysis and
reporting of data from on-line and wider engagement with learning and
development provision.
15. Responsible for proposing and
drafting changes, implementation and interpretation of policies, guidelines and
processes to inform relevant on-line learning developments across the Trust.
16. Responsible for monitoring and
tracking budgets and spend related to on-line learning activity, including
contribution to annual budget setting.
17. Responsible for overseeing the
procurement and contract management of suppliers related to the delivery of on-line
learning services, including adhering to procurement regulations, ensuring
value for money and management of performance against contract terms and
conditions.
Support
the development of individuals and teams in line with workforce planning
requirements
18.
Design, develop, deliver and review a
programme of learning and development activities to support and enable
effective team working with teams across the Trust, and across the wider
Alliance / ICB as needed.
19.
Design, deliver and evaluate a range
of learning and development interventions, including facilitation of workshops,
and/or team development as part of this work portfolio.
20.
Continually refresh the suite of on-line
individual and team diagnostic tools recommended for use across the Trust,
ensuring clarity on how, when and who can use these tools, including enabling
access for all.
21.
Work with HR Business Partners and
other colleagues to support the on-going enhancement and management of specific
workforce development plans for clinical and professional services areas as
required across the Trust.
22.
Provide individual coaching,
mentoring and /or tutoring support to staff at all levels in support of their
personal, professional and behavioural learning.
Utilise data and knowledge to inform practice
23.
Keep abreast of learning and
development activities within and outside the sector to ensure latest thinking
and research is informing the design, content and delivery of provision.
24.
Effectively gathering data to inform
learning and development activities, including impact analysis / evaluation to
inform the review and improvement, and accessibility for all.
Key relationships and support for others
25.
Build, develop and maintain strong
networks and relationships with key stakeholders including the Executive Team, managers,
staff representatives, clinicians and all other employees. Demonstrate an
active leadership role and ensure effective influencing and negotiation as
relevant to the role and associated tasks.
26.
Work effectively with senior leaders
across the Trust to understand their needs and implement appropriate learning
and development solutions which support people to change their approaches and
ways of working.
27.
Work with the senior HR Team to
support stakeholders over sensitive, complex, contentious and confidential
issues to bring resolution to problems relating to people management and
change. This may include the direct need to deal with
situations and people in a sensitive and respectful way.
28.
Present recommendations about
learning and development interventions to a wide range of internal and external
stakeholders.
29.
Work collaboratively with partner
organisations including higher and further education institutions, local
authorities, ICBs, NHS Leadership Academy and other stakeholders across the
health and social care landscape.
Foster a culture of inclusivity and diversity of
thought and practice
30.
Work with colleagues to
ensure that organisational development and learning and
development are developed and delivered in a way that is
inclusive in thought and practice for all.
31.
Actively develop and
support the implementation of Equality Impact Assessments as required.
32.
Work with colleagues
within the team and across the Workforce and Communications Directorate, encourage, enable and support the career
development of under-represented groups into leadership and management roles,
as identified
Manage self
33. Manage own workload to ensure
deadlines are met and quality is not compromised.
34. Work using own initiative taking the
lead for defining own work responsibilities, delivering on agreed outcomes in a
way that builds on Trust and national strategies and policies, personal
experience, expertise and on-going internal and external learning.
35. Requires a high level of resilience
and the ability to effectively manage and deliver on conflicting priorities at
pace and to tight deadlines. This post also requires the individual to respond
to unpredictable deadlines and to network and present at a regional and
national level.
36. The nature of coaching and other L&D
and OD interventions means that specific information and incidents may be
shared during the coaching relationship or attendance at meetings where
specific incident information is shared which may be emotionally demanding or
sensitive.
37. Required to work flexibly and in an
agile way across the Trust to meet the needs of our Trust. This may require
some travel across the region and working in other locations.
38. Work as a flexible member of the
Workforce Directorate, helping with any relevant duties as required.
This
job description is a guide to the duties required and is subject to development
and change over time with the post holders approval and is not an exhaustive
list of duties. There may be other
relevant duties to be undertaken from time to time in liaison with the Head of
Learning and Development.
