Learning Business Partner - Senior Manager Job Description

Our Learning Business Partners are the critical two-way link between the business and our Learning and Development teams. As a key member of the team, your role contributes true value to the bottom line and is recognised as essential for short and long-term strategic business planning. Reporting to, and with a dotted line to the Capability Leeds, this is a great opportunity to play an essential role in Learning and Development's transformation. By building trusted advisor relationships with Partners and Directors in the business, you will reposition L&D to be the key differentiator in achieving their business goals. It's a fast-paced and changing environment and you'll need to be at the top of your game. As an accomplished Learning Business Partner, you will define and deliver an insightful learning and development plan that balances learning's ambition with the strategic goals of the business. Providing both strategic and day-to-day leadership, you will stand out as being a creative thinker with strong commercial acumen. You will weave together the agenda around talent, engagement and learning to deliver impactful solutions that change behaviour and grow our business. Stakeholder management will be key. You'll be a role model for your high performing team, adept at collaborating, communicating, influencing, coaching and educating those around you., Strategic Planning

• Leading, managing and developing a team of Learning Business Partners (Manager - C)
• Building trusted advisor relationships with senior leaders in the business.
• Defining and owning a Capability- specific learning strategy aligned to business and learning CoE strategy.
• Driving an agenda that is aligned to the Learning Business Case of reduced F2F and increased use of blended learning solutions. Not afraid to challenge where appropriate.
• Planning and executing an annual learning needs analysis to develop an understanding of the current and future needs of the business (including on-going projects, issues, business driver, etc.), enabling greater clarity around key issues and the development of effective L&D solutions.
• Planning activities will include contributing to workforce planning discussions and data analysis to support the future student pipeline, for your Capability
• Driving the annual budget process, overall financial direction and allocation of budget for technical learning within the Capability, conceptual ability to challenge costings and use of external vendors.
• Drive for scalable solutions, always challenging learning outcomes and business improvements
• Representing learning on relevant committee structures within the business area and influencing the agenda to ensure that the learning business case is fulfilled.
Strategic Management
• Ensuring that the professional and leadership development needs of the Capability are represented firm wide and effective L&D solutions are developed through the ECD and LED teams.
• Utilising the Design & Enablement teams to deliver and facilitate innovative and practical technical L&D solutions and interventions aligned to business objectives and in line with defined standards and industry practice.
• Driving an annual plan around curriculum management, from new development to retiring content, aligned to the budget cycle
• Where relevant, interface with the Business technical content experts to galvanise their time in support of developing technical training and align content development to the Design team.
• Project sponsors for business-driven technical curriculum, sit in design and delivery project meetings to ensure momentum with and for client needs.
• Influencing and challenging key stakeholders to ensure the appropriate delivery of technical L&D solutions, within budget.
• Report on Capability-specific operational risk and governance, cascading operational requirements up to key stakeholders.
Operational excellence
• Develop, analyse and provide meaningful management information to the business to measure the effectiveness of learning and support the achievement of its goals.
• Ensure the technical learning curriculum, and wider suite of development solutions, remains relevant and is able to adapt to changing business requirements.
• Support Design by finding and galvanising business technical content experts
• Support ECD with delivery of student induction and other relevant milestone events, as needed.
• Facilitation will be part of the role and a balance will be found between keeping skills fresh and relevant within the job role.
People Leadership
• Invest time in your team, develop their skills and support their careers through meaningful feedback
• Promote diversity, have a broad perspective of potential issues encountered when managing diverse teams and the strategies to overcome them; and a clear understanding of the firm's commitment to creating a more inclusive culture.
• Uphold and role model the firm's Values.
  
  Degree at a Bachelor level required.
• Professional training/HR development/education qualifications in relevant subject area.
• Experience at senior manager level and have a proven track record in core HR competencies and exposure to the associated risks.
• Adept at communicating, influencing, coaching, educating, challenging and managing senior stakeholders.
• Evidence of CPD and up to date knowledge on learning strategy
• Strong financial management/commercial acumen.
• Ability to understand and develop effective L&D and OD strategies while understanding the implications from a culture, business success and company practice standpoint.
• The ability to translate client business needs into realistic and achievable plans in collaboration with the learning CoE.
• The ability to provide leadership, work collaboratively, and consult effectively and independently with senior levels of the organisation.
• Proven team leadership and management skills and ability to create a high performing, motivating, supportive and collaborative team environment.
• Well-developed verbal and written communication skills to address diverse organisational stakeholders at all levels.
• Experience or exposure to project management principles.
  
  Learning Partners collaborate across the whole firm, from Advisory, to Audit to KPMG Global. We work with our stakeholders to manage and implement learning solutions that directly support the firm's strategy and our colleagues achieving their performance and career aspirations.
LBPs are the key learning interface between the central learning function and the many specialist Areas. We represent the full breadth and depth of KPMG's learning team's expertise., Every day our firm performs better because of how we work together, as one team, each the best at what we do. The difference we make shines through to our people and our clients. We're KPMG Business Services (KBS). We're a cross-functional team, bringing together experts across a wide range of critical activities which help to grow, run and protect our business. From HR and Learning, Finance, Procurement, Facilities and Operations, through to Risk and Legal, Corporate Affairs, and Market Development, our approach is focused on driving the improved performance of the firm. We work shoulder to shoulder with our client-facing teams and we focus on delivering our services in ways which help to drive efficiency, improve quality and enhance our firm's brand and reputation.