Overview
Serco are recruiting for a Learning and Development Specialist to join the Armed Forces Recruitment Service team (AFRS) on a fixed term basis based at MOD Abbey Wood on a hybrid basis. This is a diverse role in which you will be supporting the mobilisation of a high-profile new contract, including being responsible for the delivery of learning initiatives and development programs supporting our people and growing capability across Armed Forces Recruitment Service.
This role will work with the business to understand their training needs and gap analysis. Playing a key role in developing the Training Needs Analysis (TNA), you will deliver classroom and virtual training sessions and support with content writing. You'll also be responsible for the quality of delivery across AFRS ensuring it meets external standards where required, as well as evaluating and evolving content to ensure it is up to date and meeting business needs.
At Serco, we are proud to partner with the UK Ministry of Defence (MOD) in providing critical recruitment services for the UK's Armed Forces. This new approach will, for the first time, see the Royal Navy, the British Army, and the Royal Air Force have a joint Armed Forces Recruitment Service (AFRS). Delivered through a partnership of the MOD, Serco, and our consortium of partners, this service will provide end-to-end support from candidate attraction to assessment, onboarding, and preparation for attending Phase 1 training. Our team brings together best-in-class integrated technology and specialist partners to offer a holistic recruitment and skills solution for the UK Armed Forces, designed to modernise and improve the overall candidate experience. We are driven by the values of doing the right thing for our people, the MOD, His Majesty's Government (HMG), broader society, and the candidates we source.
Serco actively encourages applications from veterans, military spouses, and reservists.
Responsibilities
* Support the Training Needs Analysis (TNA) process by leveraging experience in structured role analysis, development of Role Performance Statements (RPS), conducting gap analysis, and producing training options analysis to inform decision-making.
* Contribute to the production of a detailed Training Needs Report (TNR) / L&D plan, ensuring outputs are DSAT-aligned and meet requirements.
* Work closely with the business to understand training needs and requirements, providing evidence-based analysis to shape training strategy and investment.
* Evaluate existing delivery methods and content, making recommendations to close gaps and align outputs to future tri-service requirements.
* Support the design team in creation of new learning content and solutions where required to meet skills gaps and future demand.
* Contribute to the design phase, including scoping and development of blended learning activities (e-learning, classroom, digital, and F2F).
* Leverage expertise to ensure training demand is forecast and matched against available resource capacity, utilising skills mapping and options analysis.
* Assist in ensuring quality of delivery across AFRS, evaluating against agreed standards and customer needs.
* Work with the L&D Manager on ensuring training information and analysis is clear, accessible, and accurately recorded across AFRS systems.
* If the role endures beyond the fixed-term phase, support delivery of learning solutions and training sessions, leveraging prior design and analysis experience to ensure alignment with AFRS strategic objectives.
* Supporting the wider HR team on the implementation and communication of L&D solutions and materials.
* Working with the design team where new content is required to ensure the best methods and delivery outcome is used.
* Scoping out reporting required and working with the data team to use this for return on investment and evaluation.
* To support internal Subject Matter Experts with the delivery of technical and legal training to the wider business.
* Working with the talent and performance team to understand where we can grow our talent and increase engagement across the workforce.
* Identifying any gap for learning content and feeding this back to the L&D manager to explore.
* Well-developed relationship and stakeholder management skills, capable of influencing senior stakeholders.
* Innovative mindset, creative and capable of supporting driving ideas into tangible output.
Benefits
* Annual leave purchase scheme.
* Access to the Serco benefits portal offering discounts across major high street brands in Retail, Leisure & Hospitality.
* Health and wellbeing support for you and your family, including an Employee Assistance Programme, Health Cash Plans, free flu jabs, and more.
* Comprehensive career development opportunities, including role-specific training, leadership coaching, and formal study to support your growth with Serco.
* A safe, inclusive, and supportive culture.
* A company passionate about diversity and inclusion.
Requirements
* Strong understanding of the Defence Systems Approach to Training (DSAT) and its application across analysis and design phases (ESSENTIAL).
* Have an understanding of DSAT (Defence Systems Approach to Training) methodology and implementation.
* Able to achieve SC Clearance or already hold it.
* Flexible to travel to site based in Andover.
* Know how to use the DLE (Defence Learning Environment).
* Good knowledge of e-learning platforms and practices.
* Considers the user in their delivery experience.
* Confidently applies data to deliver regular content improvements.
* Practical experience with MS Office and LMS (Learning Management Systems).
* Strong communication and negotiation skills, with a good ability to build relations with employees and vendors.
* Strong organisational skills with business-oriented thinking, Disability Confident.
Other Information
About Disability Confident: A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people.
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