Fantastic newly created role that is being recruited on an interim basis (3-6 months) and as a [ermanent opportunity for the right/preferred candidate. Our client is a UK leader in their field and a business, specifically this division, have had fantastic growth in the last few years driven purely by organic growth and excellent service to their customers. This is a newly created role to add value to the L&D function in a business who value their development in people and their continued learning & training needs. Working with the Head of HR & other Directors, and the wider HR team, the role will be responsible for the Divisional L&D team who operate at the heart of the business delivering a comprehensive management skills training strategy and plan that supports the business. You will ensure that we have joined up training at all levels that is fit for all business areas whilst being agile enough to accommodate areas that require direct focus. Taking responsibility for design and production of all learning materials to support management training alongside supporting the Head of L&D in developing core progression programmes. Finally, you will be responsible for the delivery of core management training to support the businesses capability requirements. Preferred candidates will be L&D experts and bring extensive knowledge of training strategy and development of core management skills allowing you to give the right support, to the right people, at the right time. You will be thrilled by the opportunity to engage with the business and develop their skills plan with effective measurement and stakeholder engagement, which will link directly to the talent pipeline. You will ensure we are meeting our statutory requirements and strategic project goals so that we fully understand the learning and development requirement across the business. As an internal expert on training across relevant strategic projects, you will provide good quality internal consulting support and ensure we offer high quality training interventions.
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