Learning & Development Coordinator

Working as part of the HR team, the Learning and Development Coordinator (L&D) is responsible for all preparation and administrative processes involved in delivering the Company's L&D plans. In doing so, the L&D Coordinator will liaise with Department Heads and other lines of management to coordinate our technical, compliance, regulatory and skills learning programmes. The L&D Coordinator is also responsible for ensuring learning plans are in place across the business and that achievements are both recorded and recognised. In short, the L&D Coordinator will assist in driving the full L&D cycle.Your tasks

• L&D Policy, Strategy & System Management Work with the People Services Manager to develop the Company's over-arching L&D policy, strategy and associated policies/systems to ensure 'best-fit' and are readily accessible and meaningful to colleagues of all levels.
• Learning Programmes Oversee the booking and administration of all internal and external L&D sessions, e-learning content, professional exams and other courses as necessary. This will include invigilating onsite exams and maintaining control/competency of our other internal invigilators. Draft and deliver suitable HR induction to all new starters (and refresher/update training where necessary) and maintain a suitable library of learning resources
• L&D Research Lead the proactive identification of relevant learning and suitable training partners. Utilise pricing information and other relevant information to put forward suitable recommendations to the People Services Manager. Maintain suitable database of preferred suppliers.
• Learning Plan Administration Oversee the Company's Learning Plan policy (including Induction). Ensure Training Needs Analyses are undertaken for each business unit and that learning plans are in place to deliver against these needs. Lead the review of templates, systems and associated policies on a periodic basis. Ensure audit checks are undertaken on a periodic basis. Lead the acknowledgement of colleagues' learning achievements. Work with the Compliance and IT functions to ensure our plans meet our compliance, regulatory and ISO obligations.
• Capability Management Work closely with HR and line managers to develop Performance Improvement Plans for any employees identified as underperforming during the course of day-to-day management and/or the appraisal process.
• L&D Management Information Produce Learning and Development MI on a periodic basis. Reports will typically cover: L&D days delivered, attendance, learning plan audit outcomes, e-learning completion, in progress matters etc.
• Online Learning Content Oversee the building and deployment of e-learning content relevant to our overarching L&D plans. Work with internal stakeholders from across the business to ensure the content is suitable and value-adding
• Database & Learner Management Maintain the Company's L&D databases and associated workflows e.g. courses, achievements. This includes maintenance of all inhouse and third-party software and employees' access to them.
• LMS & SharePoint Management Take ownership of the Company's LMS and L&D SharePoint pages. This includes reviewing and updating the content to ensure it engages employees from across the business and meets the needs of our L&D initiatives and strategy
• L&D Colleague Reviews Deploy appropriate feedback mechanisms to assess the value and quality of our L&D initiatives. Collate data in such a way that it can meaningfully contribute to procurement and content decisions in the future.
• L&D Projects Work with the wider HR/People Services teams on other related task or project work that may be required by the Company.
  
  Proven experience of administration (2+ years). Excellent communication and organisational skills, with the ability to work under pressure. Some experience of L&D administration or evidence of a genuine interest in L&D and/or training. Good level of education (min. of three A-Levels or equivalent) with potential to study for professional qualifications. Evidence of using own initiative and working with minimal supervision. CIPD Level 3 qualified or working towards. Experience of working within financial services. Evidence of working with confidential or sensitive information. Experience of delivering basic level induction sessions.
  
  Fair and competitive basic salary
• Pension Generous pension scheme with additional "matching" option