Main purpose of the role
The L&D People Partner will play a critical part in the delivery of our People Strategy\u2019s learning related strategic priorities across the foundation, and the development of CIFF as a learning academy within the development sector. This role sits within a team of L&D specialists who work closely together in driving forward learning & development initiatives at both a macro and individual level, to enable CIFF to achieve its strategy and future capability needs as well as support individuals with their personal career ambitions.
This interim position has a particular focus on the recently launched L&D-owned learning plan to support the foundation\u2019s strategic evolution.
Role\u2019s responsibilities
Promote a strategic approach to learning and development across CIFF and beyond
Working closely with L&D colleagues to enact the two-year L&D Roadmap, which offers learning opportunities across agreed priority areas in an accessible and manageable way.
Planning, prioritisation and communication, alongside other senior L&D team members
Refine and maintain the detailed plan, including roll-out mapping across all capabilities, keeping to timelines agreed and developing wider L&D calendar for CIFF Continually evaluate how changing organisational priorities communicated by senior leadership (ET and the Board) may impact the roadmap Communications strategy, including development of comms materials aligned to key messaging and input into regular stakeholder engagementsBuild collaborative networks for learning across CIFF
Collaborate with internal parties to enable them in addressing learning needs that they are responsible for; they hold the role of subject matter expert (e.g. Compliance, Programme Finance) and you bring L&D expertise to inform on design, content, staff engagement and facilitation. Bring together people across the organisation involved in delivering training in a community of practice to align and strengthen CIFF\u2019s approach to delivering development opportunities. Establish and maintain strong working relationships across the organisation, with the Executive Team (ET), people managers and team members alike, to understand ongoing work, targets and gaps in capability, and integrate outcomes from this understanding into L&D initiatives as needed.Champion the learning agenda and the development of the foundation as a true Learning Organisation
Encourage a coaching and mentoring mindset across teams, and seize opportunities to embed this within our learning solutions Seek innovative means of integrating learning into the flow of work, enabling our people to undertake their critical roles and develop at the same time Endorse our Code of Respect and Leadership Behaviour Framework, continually finding ways to bring these to life as expectations of us all
Design and deliver impactful learning programmes
Specific responsibilities related to the Roadmap include:
Learning needs refinement: Collaborate with internal SMEs and stakeholders to pin-point learning needs aligned to the strategic priorities, identify target audience/s, and agree scope of content required to close capability gap. Learning solution design: Partner with relevant SMEs to gather content and identify the most effective delivery method. Where solutions are internal, take on the role of learning expert in that partnership to lead collaborators through the process of design, development and roll-out. Where external support is required, lead on selection and management of specialist providers. Ultimately responsible for the launch of engaging and impactful learning initiatives. Lead on the Digital Learning Plan: Set the vision for how digital learning will be harnessed, leveraging our LMS (Kallidus Learn) across the full L&D plan, and enact an action plan to make the vision a reality Realignment of existing facilitated programmes: Lead on a full review for alignment to strategic priorities of ongoing learning programmes, collaborating with external partners to refresh content and format, ensuring a fit-for-purpose delivery solutionsAcross wider L&D initiatives:
Take ownership of some of the L&D team\u2019s launched learning programmes, ensuring the success of cohorts who participate with the support of the L&D Advisors. Weave CIFF\u2019s agendas and key messaging relating to diversity, equity & inclusion (DEI), our leadership behaviours and CIFF\u2019s Code of Respect throughout all learning initiatives. Support the wider HR team in their work, providing advice and assistance as appropriate, (e.g. learning resources for annual performance review process) Co-design and facilitate in-person learning sessions tailored to specific CIFF team needs, typically run at key events such as off-sites
Promote evidence-based HR
Devise and implement an evaluation approach applicable across all Roadmap elements: taking our standard approach to the next level, considering how we effectively demonstrate and report on the impact of less formalised learning interventions alongside formal opportunities. With the rest of the L&D team, collect and analyse data to assess the effectiveness and progress of learning interventions, acting on the analysis to make improvements to activities led by the L&D team. Work with the L&D Advisors to design reports within Learn (LMS) to aid the team\u2019s evaluation of programmes and of learning activity across CIFF.
Requirements
Skills & Experience
Displays passion for organisational learning and development of a learning culture. Enjoys a varied remit including involvement in strategic planning and decision making, through to operational management of learning programmes. Has played a pivotal role in the design and delivery of a Learning & Development transformation project, working as part of a team of L&D professionals. Strong track record of understanding business requirements and translating them to effective learning solutions. Adept in utilising digital tools as part of a blended learning offering \u2013 including experience embedding an LMS within an organisation and using technology to provide engaging opportunities to learn. Prior experience producing MI and reporting for a learning function, with the aim of supporting evidence-based decision making. Strong understanding of Coaching, having completed a coaching skills programme (does not have to be a qualified coach). Skilled in relationship building and strengthening; able to influence others and work collaboratively, uniting groups with a shared purpose. English is CIFF\u2019s business language \u2013 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) A proven self-starter, who works with pace and resilience
Benefits
The starting salary for this role is GBP \u00a363,790 per annum.
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. Training allowance Wellbeing allowance Life insurance Medical insurancePlease submit your application on or before 8th January 2025. CIFF reserves the right to close the job advert early if we receive a high number of suitable applications.
Our approach to Diversity, Equity and Inclusion
CIFF is a place where everyone can grow, develop and fulfil their potential, and we welcome applications from all candidates who meet the requirements of our roles, regardless of their sex, gender identity, sexual orientation, race, national origin, cultural or ethnic background, disability, marital status, religious identity, or age.
And we are committed to making reasonable accommodations for any prospective or existing CIFF employees with disabilities. If an accommodation is needed to participate in our recruitment process, or to perform essential job functions once in role, please make your recruiter aware so we can ensure you are given the support you need.