Description
program design
training delivery
performance tracking
budget reporting
tech evaluation
needs analysis
The Learning & Development Manager is responsible for driving Doocey Group’s performance development strategy by designing, implementing, and evaluating learning programs that enhance employees’ skills, performance, and career growth alongside specific performance objectives linked to the Company Performance Development Review Programme (Appraisals).
This role partners with the senior leadership team to identify training needs, align learning initiatives with business objectives, and foster a culture of continuous development. As L&D Manager you will manage and monitor Managers’ commitment and moreover their ability in reviewing performance objectives and personal training development plans for staff, create and deliver engaging training solutions, both in-person and digital, while monitoring effectiveness through data-driven evaluation and ensures compliance with regulatory and professional training requirements.
A significant part of this role is upskilling and mentoring the senior leadership team, managers and supervisors in the performance development process and aligning this with ensuring employees and managers are on track with the performance objectives set and the support, training and resources required to deliver this.
- Review training effectiveness data and identify areas of improvement
- Budget tracking and reporting for L&D spend
- Design and roll out new training programmes in response to business changes
- Support managers in creating individual development plans
- Support managers and employees with strategies where performance is not aligning and ensure training, mentoring, support, knowledge and progression strategies are deployed to help improve performance
- Track and monitor senior leaders and managers to drive performance reviews and 1-2-1s whilst also ensuring their commitment to employee performance development plans
- Manage large-scale training initiatives such as leadership development or change management
- Collaborate with HR on onboarding and career development initiatives
- Produce a monthly performance objective report across the business, reporting on key areas of strength, weakness and make suggestions for any departments lacking commitment to the performance development process
- Track and monitor employee performance against objectives collated from line manager’s evidence-based results
- Support senior leadership to ensure alignment training programmes with business goals
- Evaluate and select new learning technologies, platforms or vendors
- Conduct training needs analyses in collaboration with department heads
- Facilitate and deliver training sessions and workshops
Requirements
cipd level5
instructional design
performance management
leadership
analytical
communication
- Analytical and data-driven mindset
- Resilience and adaptability
- Leadership and the ability to influence
- Empathy and emotional intelligence
- Strategic thinking
- CIPD Level 5 or equivalent (desirable)
- Proven experience in learning and development, training design, and/or talent development
- Excellent communication skills
- Ability to work collaboratively with different stakeholders, including employees, management and regulatory agencies
- Strong knowledge of learning principles and instructional design methods
- Experience implementing or enhancing a performance management framework
Benefits
Our salaries are competitive and reviewed regularly to ensure they remain fair and in line with the wider industry.
Training + Development
Information not given or found
