Learning and development manager

Main duties of the job

• Develop and maintain the Trust Core and Essential Skills Learning Needs Analysis process
• Manage the Core skills framework and the Essential skills matrix and ensure mapping of same on the LMS within Pennine Care
• Work alongside the CPD manager to design, deliver, and evaluate, where appropriate, learning and development activities and evaluate the return on investment to the organisation from Learning and Development activities
• Leadership for Learning and Development systems and standards.
• Produce reports for internal and external groups
• Manage and maintenance of the Learning Management System
• Deputise for the Head of Education and Workforce Development when required

Working for our organisation

We are proud to provide high quality mental health and learning disability services, both inpatient and in the community across five boroughs of Greater Manchester - Bury, Oldham, Rochdale, Stockport and Tameside and Glossop.

Our vision is for a happier and more hopeful life for everyone in our communities and our staff work hard to deliver the very best care for the people who use our services. We’re really proud of our #PennineCarePeople and do everything we can to make sure we’re a great place to work.

All individuals regardless of race, age, disability, ethnicity, nationality, gender, gender reassignment, sexual orientation, religion or belief, marriage and civil partnership are encouraged to apply for this post. We would also encourage applications from individuals with a lived experience of mental illness, either individually or as a carer.

Detailed job description and main responsibilities

Your main contacts will be colleagues in the Workforce and OD service, Senior Managers, Line Managers, other corporate services colleagues, other NHS Trusts, Training Providers, Health Education Northwest. Your main areas of work will be:

Learning Needs Analysis

• Develop the Learning needs Analysis process for the whole trust, using best practice and new developments to ensure the process is fit for purpose,including identification, prioritisation, commissioning, tracking, reporting and evaluation of learning and development needs
• Work with relevant stakeholders including; HR business partners, finance, business planning, Network and Care hub leads in the business planning process to support them to identify, diagnose and plan to address Learning and Development needs through a clear strategic framework and pragmatic, tailored support to services to enable performance improvement and skills development
• Provides advice and expertise to service areas in relation to the diagnosis and identification of Learning and development needs and design of appropriate solutions to meet those needs
• Work with the post registration manager to commission learning and development programmes, aligning clinical and non-clinical needs identified in the Learning Needs Analysis and provide recommendations about priorities.
• Work collaboratively with external learning and development providers including Higher Education Institutes (HEIs), colleges, external trainers to commission and develop Learning and Development programmes and to review and evaluate learning provision
• Ensure that Trust standing financial instructions are followed in the
  commissioning of learning and development programmes and that financial records are kept to maintain budgetary management of external and internal funding and to make sure that there is the most effective use of funding available
• Use the learning needs analysis process to develop the Trust annual training plan

Trust Induction and Corporate Welcome

• Responsible for the review and updating of the Trust Induction policy working with relevant stakeholders including line managers, resourcing, Core skills training leads to ensure that the policy and process for Corporate Welcome, Trust induction and local induction are fit for purpose.
• Maintain the quality of delivery for the Corporate Welcome, working with senior managers, the communication team and subject matter experts to design and maintain the content of the welcome.
• Advise the resourcing team and line managers about best practice
  approaches to on boarding new starters to the organisation.
• Develop the processes for recording and assurance of induction compliance.

Core Skills Framework

• Maintain and update the core skills framework, managing requests for changes and additions to the framework internally.
• Work with the national and regional teams to ensure that the framework matches national and regional agreements and that the core skills passport is implemented and maintained.
• Work with subject matter experts to ensure that a programme of courses is provided to meet the Core skills framework to enable individual compliance.
• Work with the Compliance officer and the information team to ensure that requirements and competencies are mapped to staff roles and are updated as required to enable accurate reporting and monitoring
• Work with the Education and Workforce Development leads to review the essential to role requirements and ensure appropriate provision of learning and development programmes to meet the needs identified.

Design and Delivery of learning and development programmes

• Designs and delivers effective learning and development interventions tailored to the perspective and communication needs of the audience.
• Implement a standardised process for the measurement of the impact of learning and development activity including the development and design of competency and knowledge assessment tools to ensure that learning outcomes are measured and there are robust processes for embedding learning into practice
• Provide expert facilitation skills to improve individual and team skills and competencies and to enable staff in the organisation to deliver the organisation’s objectives
• Works collaboratively with Improvement, Quality, Governance and
  Organisational Development teams to ensure organisational learning is effective and knowledge and behavioural change is embedded to prevent incidents arising wherever possible and improve overall organisational performance and effectiveness
• Working with the OD team, develops leadership capacity and capability across the organisation, through a range of methods including training, coaching, mentoring, self-development, facilitation of action learning sets, on the job development, e-learning and organisation/role design

Leadership for Learning and Development systems and standards

• Ensure the Trust Learning Management System is used effectively as the “one stop shop” for all learning and development activity in the Trust, maintaining processes to standardise content and improve accessibility for staff and trainers in the Trust.
• Provides advice to subject matter experts about the use of the learning management system and potential developments.
• Provide expert advice about new technology that will support the delivery of learning and development interventions, developing and maintaining standards and ways of working with new technology.
• Provides a professional internal Learning and development consultancy service to improve skills and competencies of the workforce and enable successful delivery of the organisation’s objectives
• Works collaboratively and supportively with the network of internal Learning and Development associates, co-working on projects and interventions. This may include co-facilitation of learning and development interventions with team members within the Workforce and OD team and others from the wider organisation.
• Develop and implement standards and support for learning associates and subject matter experts delivering learning. Ensures that supervision and continuous professional development opportunities are provided to staff delivering learning across the Trust.
• Regularly undertakes research and development in relation to Learning & Development including horizon scanning of upcoming good practice, benchmarking with other organisations/industries to add value to our internal L&D services, triangulation of data to provide meaningful analysis of organisational issues and regularly maintains own continuous professional development
• Develop processes for reporting to the People and Workforce Steering Group and implementation groups about learning and development and other projects as identified by the Head of Learning and Organisation Development.