Position: Learning & Development Business Partner
Reporting to: Chief People Officer
Based: National UK
Salary: Up to £55,000
Temporary: 6 months fixed term contract
The Learning & Development Business Partner will be responsible for designing and delivering a company-wide development strategy that supports business growth, builds capability, strengthens leadership, and drives employee engagement.
This is a strategic and operational role — balancing hands‑on delivery with long‑term capability planning.
You will act as a trusted partner to leaders, ensuring our people processes enable high performance and reflect our values.
Key Duties and Responsibilities
Learning & Development Strategy
* Develop and implement a company-wide L&D strategy aligned to business goals
* Identify capability gaps across Retail, Distribution, and Head Office
* Design structured development pathways for:
* Store teams
* Warehouse & logistics teams
* Customer care
* Head office functions
* Future leaders
* Manage and optimise the learning budget
* Introduce blended learning solutions (digital, workshops, on-the-job learning)
Induction & Onboarding
* Design and deliver a best‑in‑class onboarding experience across all functions
* Standardise induction programmes for:
* Retail colleagues
* Distribution teams
* Office‑based roles
* Ensure new starters are performance‑ready and culturally aligned
* Implement 30/60/90‑day onboarding frameworks
* Measure onboarding effectiveness and retention impact
Performance & Development Framework
* Own and evolve the company’s performance review process
* Design a simple, clear, and values‑driven appraisal framework
* Train managers to conduct high‑quality performance and development conversations
* Embed objective setting (KPIs aligned to business strategy)
* Support succession planning and talent mapping
* Introduce individual development plans (IDPs) across the business
Leadership Development
* Create a structured leadership programme for:
* Store Managers
* Regional Managers
* Distribution leaders
* Emerging talent
* Coach managers on feedback, coaching, and engagement
* Support cultural alignment and values‑based leadership
Employee Engagement & Culture
* Lead annual engagement surveys and pulse surveys
* Analyse engagement data and build action plans with leadership teams
* Drive engagement initiatives that support retention and morale
* Partner with HR on recognition programmes
* Support wellbeing initiatives and learning campaigns
* Champion inclusive and values‑led behaviours
Systems & Reporting
* Manage the Learning Management System (LMS)
* Track training completion and impact metrics
* Report on:
* Engagement scores
* Development uptake
* Internal promotion rates
* Retention trends
* Use data to drive continuous improvement
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