Job Description
A blank canvas. These are rare in Learning and Development, aren't they? Usually, there have been some efforts to move from "training" to "L&D" with a business that have either not taken off, or have devolved back into training folder "box-ticking" exercises. Not with this company, though.
This manufacturing business in the West Midlands has been around for many years, over 15 years with the current ownership. Only recently they have added large numbers of FTE's, and moved into new products with new machinery, meaning that the potential wins from professionalising their staff development program have increased substantially.
With the full support of the leadership team, you would be given the autonomy to put an L&D Program together using your experience in running L&D programs from another manufacturing, distribution, or retail business in the UK. You wouldn't need to have done this from scratch before, but you would need to bring the functional knowledge you gained in a business with 100s of employees at varying levels of operational capabilities, from new inductees up to experienced people managers.
Your experience managing a small team of trainers would be crucial in delegating the "off-the-shelf" training courses, so you could focus on the medium-term development program. That being said, the person most suited to this ...