Summary

Working closely with the Head of L&D, the L&D Advisor will support the development and execution of a learning and development agenda that meets the most critical needs of the organisation. The role requires significant collaboration with the rest of CIFF and as part of the wider HR team, to ensure the evolving core L&D programme is managed and delivered effectively.

Role’s responsibilities

Enabling self-led learning and knowledge management within CIFF

• Work with the Head of L&D to select and implement a new learning management system (LMS), including managing the transfer of existing learning resources and training from the current intranet-based Learning Hub.
• Act as the system superuser / administrator, managing users, workflows and functionality, working with the HR Operations team on the integration with the HR information system (HRIS), and liaising with the provider where needed.
• Develop recommended learning journeys on a range of topics and for different user groups, drawing on e-learning options from external providers.
• Build and maintain shared resources for employees to access, relating to corporate subscriptions, recommended reading, CIFF learning programmes etc.
• Work with our internal subject matter experts to ensure CIFF-specific learning content being shared via the LMS is kept up-to-date and is engaging and relevant.

Managing the L&D events calendar

• Create and maintain CIFF’s L&D events calendar and related booking system, scheduling events correctly, in a timely fashion and after careful consideration of other CIFF activities (liaising across teams), and publicising appropriately.
• Provide end-to-end logistical support for all internal and external learning events, e.g. setting up courses in the LMS, making arrangements for virtual and in-person sessions, managing enrolment and attendance lists, issuing joining instructions.
• Project manage the organisation-wide roll-out of coaching skills, which includes a comprehensive learning journey for each employee to enable continued development and embedding into the culture.
• Manage all supporting materials, ensuring they are of a great quality, they are consistent with other HR team materials and are made available to learners promptly.
• Manage and maintain administrative records regarding external providers, including managing invoices with the HR Team Assistant and retaining current terms of business.

Providing advice to colleagues across the organisation

• Serve as central point of contact for L&D related enquiries from throughout the organisation – this includes partnering with other HR team members (especially HR Business Partners and HR Operations) to address needs raised with them by the business, and also managing the L&D function’s inbox.
• Advise individual employees and/or their line manager regarding CIFF’s L&D programme, guiding them to what is relevant to ensure the right learners engage with the right activities.
• Signpost to and champion centrally available L&D related resources, e.g. LMS e-learning, guidelines & policies.

Developing the L&D programme of activities

• Following the annual performance review cycle, evaluate employee comments relating to learning needs to feed into the annual training needs analysis.
• Work with the Head of L&D to prioritise training needs at an organisational level and identify possible solutions to meet those needs.
• Be involved in discussions with internal experts and external training providers regarding the development of new programmes, ensuring alignment to CIFF’s learning objectives.
• Support the design and introduction of new training programmes and/or workshops, working with the programme lead to ensure quality is delivered in line with standards set by the HR team, making recommendations on content or methods as appropriate.

Evaluating impact

• Put in place robust feedback mechanisms which assess learning transfer, to be used following L&D activities and implement for all programmes.
• Once established, review all feedback data and provide analysis including your recommendations to the Head of L&D; play a part in the follow-up actions.
• Lead on the L&D function’s elements of HR team metrics and reporting, with a focus on analysing the impact of learning on individual and team performance, and organisational outcomes.

Membership of the team

• This role does not hold line management responsibility, but we expect all employees to demonstrate good leadership behaviours; this includes adopting a coaching approach with colleagues to help build skills, confidence and capability in particular areas, processes or procedures.
• As required, support on the planning and coordination of inductions for new joiners to the team.
• We operate a matrix structure so reporting lines can vary between specific aspects of the role.

REQUIREMENTS

Skills & Experience

• Displays a clear passion for learning as a field and has proven experience operating in a dedicated L&D role
• Experience of working with a learning management system (LMS)
• Good understanding of the training cycle and the key elements involved in development activity design and delivery
• Excellent organisational and project management skills, with a keen eye and attention to detail; able to be flexible as priorities and needs change, and works well under pressure
• Strong interpersonal skills – able to build and maintain effective relationships across an organisation at all levels, and is confident to manage the expectations of others; also works well as part of a team
• Demonstrates professional, sound judgement; can think critically, objectively and strategically
• English is CIFF’s business language – we expect all of our people to display outstanding verbal and written communication skills across all aspects of their role
• Capacity to work in a range of cultural and socio-economic contexts, adapting style and approach appropriately and in a culturally sensitive manner to maximise effectiveness
• IT proficiency (most specifically in Microsoft Word, Excel and PowerPoint)
• Ability to work well independently; a motivated self-starter, with good initiative and problem-solving skills

Key working relationships

• Other CIFF teams – particularly Legal, IT and Finance
• Contacts at external providers, e.g. training companies, learning platforms

Management dimensions

• No direct budget or people management accountability, but contributes the efficient operation of their team.

BENEFITS

Alongside a competitive salary, we offer a generous benefits package here at CIFF that includes, but is not limited to the following:

• Annual leave – 25 days per annum. Increasing by 1 day after each year of service, to a maximum of 30 days.
• Bonus – CIFF currently operates a discretionary bonus scheme.
• Pension
• Training allowance
• Wellbeing allowance
• Life insurance
• Health insurance