Job responsibilities
JOB PURPOSE:
The Learning and Development Lead is responsible for
the co-design and co-delivery of high quality, high profile, professional
learning and development provision for all staff across West Suffolk Foundation
Trust, and other partners as required. With a particular specialism in coaching
and mentoring, you will also lead on the specific development of coaching and
mentoring at an individual, group and Trust wide level.
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 commissioning and
leading externally accredited programmes as identified (with the exception of
apprenticeships), ensuring alignment with wider learning and development
provision.
5.
Responsible for ensuring excellence
in the staff learning experience through analysis of data from feedback surveys
and evaluation audits.
6.
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 coaching and mentoring
7. Review existing internal and
external best practice for coaching and mentoring, particularly in relation to
the development of a coaching culture; executive coaching for leaders and
managers; group and co-coaching; and performance / career coaching.
8. Lead on the development and delivery
of a strategic approach to coaching and mentoring, including the design and
delivery of programmes and other interventions across the Trust, supporting the
growth of a coaching culture, particularly across leadership and management
levels.
9.
Develop
and continually refresh a suite of tools and approaches recommended for use
across the Trust to support coaching and mentoring, linked to workforce
planning, performance management and career development.
10. Lead, support and grow internal
coach and mentor pools, providing on-going continuing professional development
and supervision.
11. Responsible for proposing and
drafting changes, implementation and interpretation of policies, guidelines and
processes to inform relevant coaching and mentoring developments across the
Trust.
12. Responsible for monitoring and tracking
budgets and spend related to coaching and mentoring activity, including
contribution to annual budget setting.
13. Responsible for overseeing the procurement
and contract management of suppliers related to the delivery of coaching and
mentoring 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
14.
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.
15.
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.
16.
Continually refresh the suite of
individual and team diagnostic tools recommended for use across the Trust,
ensuring clarity on how, when and who can use these tools.
17.
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.
18.
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
19.
Regularly undertake research and
development in relation to learning and development, including horizon scanning
of upcoming good practice and benchmarking with other organisations/industries
to add value to the internal L&D service and ensuring latest thinking and
research is informing the design, content and delivery of provision.
20.
Undertake a triangulation of complex
data to provide meaningful analysis of organisational trends, including reporting
on these trends in committee and board reports as required.
21.
Support the design and implementation
of an effective learning needs analysis process across the Trust in order to
develop and deliver the Trusts learning and development plan.
22.
Keep abreast of learning and
development activities within and outside the sector, regularly maintaining own
continuous professional development and personal practice.
23.
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
24.
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.
25.
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.
26.
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.
27.
Present recommendations about learning
and development interventions to a wide range of internal and external
stakeholders.
28.
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
29. 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.
30.
Actively develop and
support the implementation of Equality Impact Assessments as required.
31.
Work with colleagues
within the team and across the Workforce Directorate, encourage, enable and
support the career development of under-represented groups into leadership and
management roles, as identified.
Manage self
32. Manage own workload to ensure
deadlines are met and quality is not compromised.
33. 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.
34. 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.
35. 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.
36. 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.
37. Work as a flexible member of the
Workforce and Communications 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.
