Reporting directly to the HR Director, you will have the opportunity to interact with key stakeholders across the Firm to identify, propose and implement solutions that are key to attracting, retaining and developing a highly skilled and engaged workforce.
You will be capable of assessing individual and group training needs, developing training content as well as being comfortable to implement and deliver some of the solutions yourself. Presentation skills, communication skills and the ability to influence people of all seniority levels will be key in this role.
General Role Responsibilities
- Review, assess and identify training and development needs across the Firm, within Divisions and specific to individuals where appropriate.
- The role will focus primarily on roles at the qualified and managerial levels, including Partner development where required.
- The role will work collaboratively with the Training Officer whose primary responsible is for the coordination and oversight of Trainees firmwide, including their learning journey to complete professional qualifications, apprenticeship requirements and additional development needs during their early careers with the Firm.
Specific Responsibilities
- Responsible for the design and implementation of bespoke inhouse training and development solutions for professional skills development, including but not limited to:
- People/Team Management – managing productive/effective teams
- Giving & Receiving Feedback – including written aspects
- Having Difficult Conversations
- Having Appraisal Discussions – including documentation
- Holding Career Development Conversations – and follow up action planning/monitoring
- Basic Presentation skills
- Basic Influencing Skills
- Communication skills – interaction with others
- Interview Skills in tandem with recruitment
- Proven ability and desire to deliver in house training & development programmes for:
- larger group sessions;
- smaller group sessions /workshops;
- 1:1 coaching; and
- online learning solutions
- Facilitate and manage the implementation and embedding of Talent & Succession Programmes:
- Design of succession planning approach including supporting documents (e.g. templates)
- Design of Development Plan approach for identified ‘Talent’
- Support Partners & Managers to actively engage in succession planning, talent identification and talent management programmes
- Track development plans are being achieved
- Proven experience and accreditation in the use of relevant psychometric tools to support personal development, talent development and where appropriate to support relevant training programmes.
- Support the design and implementation of robust promotion processes at all levels
- Support the design and implementation of structured development programmes/pathways for all seniority levels
- Support on annual appraisal activity – calibration activity, metrics & reporting, tracking, supporting feedback collation
- Consider options for feedback mechanisms – e.g. 360 feedback, stakeholder feedback, use of systems v interviews
- Support and lead (as appropriate) parts of the Wellbeing Programmes
- Support and lead (as appropriate) on Inclusion activities
- Contribute to the annual Training Budget submission and support on budget forecasting, reporting and reconciliations throughout the financial year.
- Awareness of IT platforms and solutions to support the increasing role of technology in the Firm and its people initiatives.
