JOB DESCRIPTION

LEARNING AND DEVELOPMENT MANAGER

Reports to: Director of Human Resources

Friends of the Elderly is passionate about enhancing the quality of life of older people. We provide direct services including residential care homes, nursing homes and dementia care homes. Our day centres, home support, visiting, telephone and grant-giving services help older people live independently at home. We aim to provide truly person-centred services, with the wellbeing of the individual at the heart of all we do.

Context

The FotE Group has an ambition to be a high performing organisation characterised by:

  • Being well-led and enabling our managers to translate and deliver the strategy
  • Clarity of responsibility and accountability
  • A strategy for people and their development
  • Being flexible and responsive to services and the market
  • A culture that encourages people to be their best

Job Purpose

Working with the Director of Human Resources:

To design and deliver an effective learning and development programme for the organisation.

To create a learning environment where learning is sustainable and improves organisational effectiveness.

Key Accountabilities

  • Support the HR Director in devising a relevant and effective learning and development strategy
  • Identify people and business learning and development needs
  • Interact effectively with line managers and other stakeholders
  • Prioritise learning and development needs
  • Build and follow-up individual development plans
  • Tailor and adapt learning and development offering appropriately
  • Promote the learning offer and constantly improve
  • Implement and maintain an effective induction programme for new members of staff, meeting regulatory requirements
  • Promote the use of e-learning and support users, where appropriate
  • Promote and monitor progress of QCF qualifications
  • Design and organise local training and on-the-job learning activities
  • Draw on internal talent and develop “train the trainer” activity
  • Develop FotE’s approach to talent management and succession planning
  • Share expertise and work with internal and external facilitators where appropriate to design and deliver events
  • Implement FotE’s appraisal scheme to manage and appraise performance and ensure the competency framework’s requirements are met
  • Work with line managers on the design and delivery of appropriate and relevant Personal Development Plans for their staff
  • Develop coaching, mentoring and secondment schemes to support staff development and the achievement of Personal Development Plans
  • Explore collaborative learning and development initiatives
  • Carry out evaluations to ensure that the learning and development offer meets individual and team needs and FotE learning objectives
  • Monitor attendance and costs of training to ensure cost effective use of resources and be accountable for the L & D budget
  • Produce reports to monitor key learning and development indicators
  • Gain IiP Gold accreditation

Appraisal

  • To participate in the charity’s annual appraisal scheme.
  • To receive regular supervision.

Equal opportunities statement

FotE welcomes diversity in the people we provide a service to and in our workforce. Diversity is not just seen as something to aim for but as something to be valued and an asset in delivering different services to different people.

FotE recognises that certain groups and individuals are discriminated against in society and is committed to ensuring that equal opportunity becomes an integral feature of all its activities.

All employees are required to comply with FotE’s equal-opportunities policy. Failure to do so will result in disciplinary action.

All FotE appointments and promotions will be made in accordance with the equal-opportunities policy.

Confidentiality

All staff must respect the confidentiality of any matters they may learn in the course of their duties relating to service users, staff and the general public as well as matters of business concerning the charity.

The duties and requirements in this job description are not exhaustive and amendments and additions may be required in line with future policy changes.

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L & D Manager 2015