Staff Learning & Development Adviser. Head of Staff Learning & Development






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Updated by Parul Modha – Dec 15

NOTE: This job description does not form part of the employee’s contract of

employment but is provided for guidance. The precise duties and responsibilities of any job may be expected to change over time. Job holders should be consulted over any proposed changes to this job description before implementation.

Job title: Staff Learning & Development Adviser

Reports to: Head of Staff Learning & Development

Grade: NG6

Status: Full-time


This post is responsible for the provision of a comprehensive learning and development advisory and support service to all staff, ensuring quality, impact and recording is maintained for all. Actively promoting proactive best practice in all aspects of human resource management and development, and ensuring the University maintains its diverse staff profile with regards to the Equality, Diversity and Inclusion agenda.


1. To act as one of the first point of contact for the Staff Learning and Development Team, providing advice, support and information on learning and development planning, policy and options, and other related HR policies e.g. performance management, induction, capability, developing positive relationships with professional HR staff from other teams, and appropriate managers from Schools and Corporate Services Departments, arranging referrals to other relevant HR teams, as appropriate, ensuring that any relevant issues are referred in a timely manner to the Head of Staff Learning & Development for further action, giving regular feedback to the HR Development Teams or other relevant Senior HR post holders, as necessary, at all times actively promoting and embedding the University’s values and Equality & Inclusion agenda in all HRM/D activities.

2. To research, design, deliver, promote and evaluate staff learning and development interventions for the University’s Personal, Professional and Career Development agenda and in particular the SLD Open Programme, e.g. personal development and effectiveness, ICT skills training, working effectively in teams, dealing with conflict, working with change, career management and development skills, using, where appropriate, a blended learning approach to enhance the provision and ensure best use of available technology and managing the contributions of internal and external providers. The post-holder will be expected to foster close links with those involved in staff learning and development activities across the University.


Updated by Parul Modha – Dec 15

3. To be responsible for and managing the SLD Co-ordinators on their workload allocation, monitoring the work to ensure it is completed accordingly to the high standards required for the team. Conduct timely Professional, Performance and Development Reviews (PPDR) for the SLD Co-ordinators.

4. To actively manage the University’s range of statutory and compliance training for

all staff groups, including, Health & Safety, Diversity Awareness,

Disability,Induction etc, liaising with appropriate professional/technical staff and teams to ensure quality of training design and accuracy of content, and maintaining a refresher training cycle for all relevant role holders.

5. To prepare, or identify, and make available, an appropriate range of learning support materials/learner guides, to support the Staff Learning and Development programme of activities, ensuring that full advantage is made of the benefits provided by technology-enabled learning and learning support. Reviewing and editing the SLD Promotional communications and SLD web pages, as appropriate to engage staff for full impact.

6. To research, develop, manage and maintain new Staff Development schemes/projects as appropriately allocated by the Head of Staff Development to help the University’s agenda for Career Development and Succession Planning 7. To research and specify creative learning and development interventions to support

programmes of planned cultural change and tailored interventions, as directed by the Head of Staff Learning and Development or ODW Director, including support for the ongoing and new staff network to foster a culture of staff cohesion and positive environment. The post holder will provide a range of support relevant to the project or initiative which may include; preparing and updating project plans; communicating with project teams and wider stakeholder audiences; planning and delivering awareness briefings and skills training; undertaking monitoring and evaluation of initiatives; producing technology-enabled objects and sessions on a range of topics e.g. customer service, managing effective PPDR’s, and supporting technology-enabled solutions for wider university implementation plans.

8. To commission out Staff Development facilitation for specific interventions, liaising, providing briefs and quality checking the suppliers to maintain a high standard of work and delivery is undertaken. At all times keeping with the University’s Procurement policies and value for impact and resources in mind.

9. To run reports from the LPMS, review, monitor and analyse appropriate management information and prepare feedback and recommendations on issues arising for the Head of Staff Learning and Development.

10. To assist with any other duties within their competence, as directed by the Head of Staff Learning and Development, providing reciprocal operational cover for colleagues in the OSD team, including absence and periods of peak workload.


This is a professional post and will be demanding role for an experienced HRD professional wishing to join an OD&W function that has developed an aligned the People Strategy and is working towards an integrated approach to delivering strategic HRD approaches for all University staff groups. The post holder will be expected to ‘model’ a customer-centred approach and a commitment to personal


Updated by Parul Modha – Dec 15

and professional development. They will have a good understanding of how an People Strategy enables and supports the implementation of corporate objectives and underpins all HRM/D policy and practice. They should also be able to articulate what other professional roles and teams in HR contribute to the work of the

Corporate Services. The HR&OD teams work in a matrix structure. Each individual is expected to take every opportunity to foster cross-team working and to develop a culture of sharing knowledge and information across the Department.

The HR&OD Department aims to ensure that best use is made of the investments in technology and the post holder will ensure full advantage is made of the benefits of technology and their activity will be a primary focus for the enhancement of staff learning and development interventions with a blended learning approach. They will work closely with a range of staff across the University and will therefore be expected to forge relationships with a range of stakeholders. They will ensure that the standards, quality and participation in development activities make a major contribution to developing University relationships and delivering excellence in individual and organisation performance.

There has already been significant direct contribution from the OSD team towards professionalising Staff Learning and Development across the University and helping foster a culture where a high emphasis is placed on staff development at all levels. A recent review has provided a picture of a service that is perceived as successful and having value but still with much to do to maximise its contribution e.g. easy, immediate, access to all relevant information; increased and improved communication of activities to staff and managers; improved awareness of the career management and development programme for staff. Our LPMS will deliver systematic recording and reporting of development for multiple groups and stakeholders. All activities will need to be delivered to relevant Service Level Standards reviewed and revised from time to time following discussions with customers and stakeholders as part of the annual needs analysis. The role will require flexibility, together with an ability to prioritise a varied and demanding portfolio of work.


The University employs circa 2200 staff, in a unionised environment, located on four main sites within the West End of London and at Harrow. This post is a professional role responsible for providing a service to circa 2200 staff and will therefore be able to make a significant impact on individual and organisational performance, University staff development costs and the development of the University’s culture.

Directly Reports to: Head of Staff Learning & Development

Management Responsibility: 1 x NG3 SLD Co-ordinator

1 x NG4 SLD Programme Co-ordinator 1 x Apprentice in SLD

Budget responsibility approvals up to £3k within the SLD budget allocation

Budget monitoring circa £150k

Relationships Professional staff in other HR&OD Teams

Other teams supporting staff learning and development Managers for teams

External providers of SLD training and development SLD Networks


Updated by Parul Modha – Dec 15 PERSON SPECIFICATION Qualifications


 A relevant first degree or teaching qualification, or equivalent level of experience in a learning and development setting that demonstrates relevant levels of knowledge and skill.

 Part CIPD qualification/relevant Professional qualification HEA, PGCert, ITOL, etc.

 Membership of a relevant professional body e.g. CIPD, HEA, SEDA, ITOL, IITT.


 A Masters degree in a relevant HRM/D subject  A management qualification

 CIPD membership  Holder of ECDL

 Microsoft Certified Trainer (MCT)  Certified Novell Instructor (CNI)

 Qualified in use of one or more psychometric or development instruments  Coaching Qualification

Training and Experience Essential

 Knowledge and experience of learning and development practices in a complex, unionised organisation

 Experience of designing, delivering and delivering a range of development interventions using instructional design based on needs analysis information  Experience of undertaking development needs analysis at departmental and

individual level and evaluating the transfer of learning and benefits to the individual and organisation

 Design and delivery of integrated online learning programmes and solutions, for example through the use of virtual learning environments, web based programmes and authoring tools.

 Good understanding of using Learning Management System/HR computerised system including databases and information reporting.

 Good understanding or experience of creating and developing E-learning modules using authoring tools

 Computer skills including experience of using IT skills to create learning resources and reports.

 Experience of helping others understand their needs and goals and advising them how they can develop their effectiveness.

 Experience of forward planning staff development programmes and solutions to meet organisational needs.

 Significant recent experience of designing and facilitating staff development solutions for personal development

 Experience of setting up and maintaining web pages using a content management system.

 Experience of working in a changing environment  Experience of managing/supervising a team effectively  Experience of involvement in formal Project Teams.


Updated by Parul Modha – Dec 15

 Proficient in one or more specialist topics in sufficient depth to develop and conduct training courses


 Knowledge and experience of learning and development practices in an HE setting.  Knowledge and experience of SAP web-based HR database systems with

employee and manager self-access.

 Familiar with methods and techniques for coaching individuals and groups by a balanced combination of support and direction.


 Well planned and organised, both personally and as a team member, by being able to break down a course of action into smaller steps and making allowance for potential problems

 Ability to effectively deliver conflicting priorities and challenging workloads by maintaining focus on agreed objectives and deliverables whatever the circumstances and monitoring progress against targets.

 Ability to work under pressure to tight deadlines while applying quality standards to all tasks and ensuring that nothing is overlooked.

 Ability to engage effectively with internal and external customers. Proficient in effective presentation techniques and with a good personal presence.

 Able to identify gaps in available information required to understand a problem or situation and to devise means of remedying such gaps.

Personal Attributes

 Must share and exemplify the University’s values.  Preference for openness and transparency

 Comfortable with ambiguity and rapidly changing agendas  Flexible and adaptable

 Persuasive and empathetic

 Inquisitive to want to drill into IT/HR/LMS systems  Tactful and diplomatic

 Patient and persistent

 Self-confident and self motivated  Efficient and reliable

 Attention to detail

Other Information

 Willingness to work long hours on occasion

 Willingness to travel to attend courses and conferences, occasionally involving overnight stay.





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