Learning & Organisational Development Advisor - Learning & Talent

Job overview

Responsible for the design, delivery and evaluation of learning & development, leadership & talent and organisational development initiatives that enhance capability, behaviours, staff experience and engagement across the Trust.

Conduct analysis to identify ‘return on Investment’ (ROI), of core and bespoke offerings, and the findings which formulates the training needs analysis for future services. Plan/organise and implement the training plan for the following year.

To emphasise, promote, and raise the profile of the importance of learning and organisational development in the workplace as a significant factor in improving patient care and embedding a culture of continuous learning and development

Main duties of the job

Detailed job description and main responsibilities

Key Responsibilities Learning, Talent and Organisational Development 1. Facilitate and evaluate various high quality learning and development programmes and initiatives based on both organisational and service need on an on-going basis. Ensuring learning styles, Equality, Diversity, Inclusion and Equity have been taken into account and the latest technology has been taken advantage of, to enhance and meet learner’s experience. At peak times facilitation can occur 3-5 times per week. This will also include design, facilitation and evaluation of high quality Leadership and management development programmes for both clinical and non-clinical staff, dealing with complex interventions that requires experienced facilitation skills. When possible coaching and mentoring of leaders and staff will be required with 1-2-1 and group coaching interventions, including psychometric feedback. Facilitation will be across all levels of the organisation and professions.

• Facilitation and evaluation of the ‘Values In Action’ appraisal, analysing data in comparison to Trust reports including staff survey, with an aim to improve quality care, engagement and retention. Evaluate and facilitate the ‘RISE’ (Recognising Individuals Success’ and Excellence) Talent Management programme. Supporting with development pathways to ensure all development and initiatives have a measurable and positive impact on the organisation.
• Facilitate, co-ordinate and evaluate core development opportunities including the Trust’s applied psychology programme ‘Investment In Excellence’ to improve resilience and culture. The Trust’s Core Induction programme, providing an effective and exceptional on boarding experience for new staff members. This will also include recommending, deploying and facilitating organisational development interventions including psychometric instruments such as MBTI or Saville Wave to provide individuals and teams with self-awareness. In certain interventions this can pose occasional exposure to emotional circumstances.
• Advise on and promote all Learning & OD development opportunities across all services including Inclusion, Digital and Library services.
• Organise, plan and conduct bespoke team interventions requested by senior leaders through Matrix working, prioritising interventions aligned to the staff survey, People Strategy and Trust driver metrics. Scoping the overall aim and objective to deliver the required L&OD intervention. Analysis and produce reports on the L&D/OD activity. Reporting outcomes to the learning and Talent Manager – including calculating ROI.
• Delivery of a professional and people focused learning and development consulting service including maintaining professional knowledge in researching theory based models, literature, journals, white papers, NHS plans etc. for current and future initiatives. Acting upon the research to design, develop, facilitate and evaluate current and bespoke learning and development solutions for teams and Trust wide. This will include hybrid learning approaches. Proactively developing your own skills and knowledge via learning opportunities for your own CPD.
• Role model, promote and embed The Trust’s ‘CARE’ values (Compassionate, Aspirational, Resourceful, Excellent) and Leadership Behavioural Framework within all learning interventions. Facilitate and lead discussions at individual and team level to embed the Trust’s CARE Values and Leadership Behavioural framework.

Knowledge, evaluation and resources

• Maintain knowledge of relevant current legislations, organisational procedures, policies and professional codes of conduct in order to maintain high standards. Including a thorough understanding of the Trust Vision and Objectives.
• Working independently with self-motivation, willingness and collaboration to ensure the service runs effectively.
• Identification of training and development needs through conducting ‘Training Needs analysis’, scoping and other relevant training needs analysis tools. Using relevant data to support the analysis including appraisals, staff survey, talent management, CQC findings, and regular consultation with Directors, senior leaders and line managers, Consultants, workforce professionals and more.
• Regularly evaluate and review the suitability and effectiveness of all learning and organisational development provisions, processes, policies and guidance notes, amending as appropriate to ensure a high quality, staff and patient focussed learning and development service is provided. Conduct data analysis and interpretations to identify the ‘return on Investment’ (ROI) of all learning interventions for future interventions.
• Future potential to coordinate and deliver the Trust wide ‘What Matters’ employee engagement programme, ensuring culture, inclusion and digital is at the heart of the planning.
• Ensure all resources and marketing materials both digitally and physically are maintained and updated regularly in line with the Trust’s and L&OD processes.

Working across services and teams

• Contribute to the delivery of the digital service within the team, supporting the development and promotion of digital learning and resources Trust wide. Contribute to the analysis and interpretation of data to identify insights and inform decision-making, and provide accessibility support for digital systems and resources, including identifying and addressing digital accessibility requirements to enable inclusive access and participation.
• Contributing to the delivery of the inclusion service within the team, facilitating our Up The Anti courses, collaborating and updating resources, having awareness of updates within the inclusion service keeping up to date with relevant legislation, policies, networks and more.
• Build strong working relationships with stakeholders both within the Learning & OD team and wider organisations such as senior leaders, managers, HR Professionals, People and Change Partners, other educational teams and more. Collaborating to meet the Trust’s and Learning & OD strategic objectives.

This job description should be regarded as a guide to the planned duties and responsibilities of the post. The description is not exhaustive and will be subject to periodic review in consultation with the post-holder