WOKINGHAM BOROUGH COUNCIL JOB DESCRIPTION

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1 WOKINGHAM BOROUGH COUNCIL JOB DESCRIPTION Job Title: Learning & Development Job Ref: 4269, 5100 Consultant Service: Business Services Section: HR Reports Learning & Development Location: Shute End To: Manager Grade: 8 Salary: 30,011-33,661 Employment Status: Fixed term for up to a year Hours of Work: Full Time - 37hours per week Service/Team Purpose: The HR Service exists to: Assist the Council in recognising and responding to the strategic significance of people management issues across the organisation including the development of managers. Maintain an HR policy framework for the Council, which reflects the Council s desire to provide and demonstrate good employment practices and support managers to implement this through the delivery of learning interventions. Assist the Council and its service managers to deal with the people aspects of service delivery, improvement and review through advice, guidance, training and coaching. Assist the Council to develop its capacity for excellence in service delivery through individual, team initiatives. Ensure that the Council s workforce is properly and fairly recruited and retained, through Within the HR service, the HR Advisory Team provides HR business partnering to managers, so that the Council and service aims are met through the innovative use of human resources Strategic HR advice and employer support to schools (who purchase external HR services) HR support to the scoping, project management and implementation of corporate projects Tactical advice and solutions on people management issues The Learning & Development Team is a further integral part of WBC s Human Resources (HR) Service. It provides: Timely and high quality support, advice and learning and development interventions for all service units, including the third sector, (excluding schools) to support the achievement of corporate & service business plans, including statutory requirements

2 Job Purpose: To improve the skills and competence of the workforce and to enable the organisation to achieve its vision and values through the development of teams and individuals by delivering a range of learning and organisational development interventions. To evaluate and analyse the outcomes of these interventions to inform service and organisational direction. To market internal WBC learning and development interventions to external market. Working in partnership with Council Service Managers to understand the complex and varying needs of services and provide proactive HR and L&D solutions and interventions Organisation Chart: (Show the structure at least two levels above and (if applicable) two levels below) Head of HR Principal Health & Safety Advisor Deputy HR Manager/Policy Gillian Ward Interim Learning & Development Manager 2 x HR and Learning & Development Consultants Interim Vacancies 1 x Full Time, 1 x Part Time

3 Scope (State not applicable where necessary) Financial Accountabilities Budgets directly controlled (please state if this has been delegated to the post-holder) None Budgets monitored on day-to-day basis: 0 Staff Responsibilities Number of employees managed/supervised: 0 Number of FTE (Full Time Equivalents) employees 0 managed/supervised: Health and Safety responsibility: In accordance with the provisions of the Health and Safety at Work Act 1974 etc, take reasonable care for the health and safety of yourself and of other persons who may be affected by your acts or omissions at work; and co-operate with the Council to enable the Council to perform or comply with its duties under statutory health and safety provisions. Management of Physical Assets Nature of physical assets directly controlled, (e.g. children s home): Details of service contracts managed: None None Summary of Main Contacts. Internal: Staff and Managers at all levels across the whole organisation Learning and Development Manager who will identify the priorities and desired outcomes for the HRD strategy and other L&D staff. External: Other Learning and Development professionals, networks and partnerships External purchasers of WBC s L&D interventions (private, voluntary sector and partnership organisations) External learning and e-learning providers to commission, monitor and quality control learning activities, External learning & development contacts and networks to keep up to date with good practice. Learning & development contacts in partner agencies as required (Primary Care Trust, Connexions Berkshire, Thames Valley Police etc.), Voluntary and private providers (3 rd sector) of care who hold contracts with WBC in Berkshire or who fall within the Wokingham geographical boundary University and College staff and tutors Carers and Direct payments carers who want to access training

4 Main Tasks/Accountabilities List up to ten key tasks or main accountabilities. Begin each task with an action verb. This is not intended to be an exhaustive or definitive list, you may be required to carry out other duties as required Learning & development interventions design, delivery and facilitation Develop, design, pilot, deliver and evaluate innovative and leading edge learning & development interventions (including 1:1 coaching, open courses, team based development, electronic and web based learning and assessment) and follow up events as identified within the Learning and Development Programme. Approx % of working time spent 40 There is a particular emphasis on developing a coaching culture within WBC and the post holder will be required to develop specific interventions to further embed coaching into the organisation. Delivery of WBC s bite sized Management Essentials Programme. Draft supporting materials for learning & development including Quick Start guides for areas such time management, effective meetings, public speaking etc. Liaise with L&D admin to prepare appropriate marketing materials including intranet pages content and other means as required. Ensure intranet site is kept up to date with information on all learning and development activity. Marketing of WBC L&D Inventions In order to enable WBC s to meet its Income Generation targets; act as the L&D lead in the development and design of our approach to market and sell our internal L&D interventions to the external market and partnership organisations. This will include development of a charging strategy, developing relationships and networks. Learning event procurement Act as lead officer on specific externally-delivered learning programmes (such as Leadership Development) including learning needs analysis, proposing programmes, developing specifications, commissioning and negotiating with providers, developing plans for the programmes, managing and monitoring the delivery of the programme, monitoring the programme budget and evaluating the outcomes, ensuring equal opportunities policy and standards are integrated into all aspects of learning development policies and procedures

5 Advice and Consultancy Advise managers and staff across the Council on learning and development strategy, policy and provision, taking account of alternative approaches, central and local government initiatives & best practice in the field of learning and development. 10 Support and advise line managers and Strategic Management Board (SLB) with learning needs analysis Projects and lead areas Assist and deputise for the Learning and Development Manager with larger learning and development projects. Provide a team effectiveness consultancy service which utilises the Team Healthcheck process or other interventions. In conjunction with the Consultation officer and the Wellbeing advisor in Children s services ensure the delivery of the Employee Well-being survey including production of analysis data. Strategy, Policies and Processes Assist the Learning and Development Manager in implementing learning and development strategy, policy and processes, including learning needs analysis and organising and supporting meetings of the Council-wide Training Interest Group (TIG) N.B. In order to deliver services effectively, a degree if flexibility is needed and the postholder may be required to perform work not specifically referred to above including contributing to the professional development of the HR Service and the function as a whole. Such duties will, however, be appropriate to the competencies and grade of the post. 100%

6 PERSON SPECIFICATION Please ensure that you read the person specification carefully as this will be used to assess candidates as part of the shortlist and interview process. (Please indicate if the criteria are essential or desirable.) E = Essential to carry out role to minimum required standard D = Desirable but not essential to carry out the role Knowledge/Qualifications: CIPD level or equivalent training / organisational development qualification or equivalent experience Knowledge of the theory and practice of a range of organisational development tools e.g. SWOT analysis, process mapping, fishbone analysis, force-field analysis, action learning and leadership style, personality and team profiling instruments Knowledge of learning needs analysis and learning evaluation approaches Knowledge of adult learning and workforce development strategies Knowledge of team dynamics Up to date knowledge of good practice in team working and change management Knowledge of good practice in people management Knowledge of course design methodology Knowledge of internal and external consultancy, facilitation and coaching skills Knowledge of project management techniques Skills/Abilities: Excellent influencing skills Ability to conduct learning needs analysis Excellent learning practitioner with the ability to deliver energising and stimulating programmes Highly developed presentation skills Ability to work independently and as part of a team Ability to develop effective partnerships internally and externally with partner agencies Good communication skills, both written and oral Good interpersonal skills, with the ability to enthuse and motivate others and develop effective partnerships at all levels in the organisation. Internal consultancy skills with senior managers and groups of staff Confident use of information and communication technology (ICT) especially Word, Excel and Powerpoint. Ability to research best practice and adapt materials for Wokingham Borough Council use Excellent team working skills and ability to understand group and team dynamics Ability to sell concepts and stimulate behaviour change by challenging individuals, groups and teams in a positive and supportive way Ability to manage projects and tasks to tight timescales E E D D

7 Experience: Experience of desk top research (i.e. published materials, internet and phone) Experience of collating and analysing statistical data Experience of designing and delivering presentational or learning materials Experience of facilitating groups of people Experience of marketing and selling L&D interventions Experience of working with HR policies and procedures Personal Qualities: Assisting in the management of change and culture development requires the ability to maintain a consistently positive and flexible approach in sometimes challenging circumstances Willingness to share expertise, skills and knowledge and ability to encourage others to follow suit Sensitivity to the needs of others, tact and diplomacy in handling confidential /sensitive staffing issues and strategies Openness and willingness to address and discuss relevant issues, allied with an ability to inspire and challenge others and deal with challenging questions Empathy and understanding E D E D

8 BEHAVIOUR PROFILE Core Behaviours Personal Effectiveness Impact Resilience Joined Up Thinking Analysis & Judgment Interpersonal Customer & Community Focus Respect Degree Required Facilitates Facilitates Behaviour Statement Has the ability to influence, shows sustained drive & determination, plans work effectively for self & others if appropriate Effectively manages their own emotions & stress, takes others views into account; actively listens to other s views & concerns & responds appropriately Involved in change programmes through workshops or part of a project team; able to influence change; undaunted by tough challenges Develops appropriate networks to facilitate effective working; takes account of WBC s climate & culture; able to think beyond immediate role; appreciates the political framework WBC operates within Gathers information & facilitates sound, logical conclusions from that information; able to get the information needed without direction of manager; can articulate rationale for decisions Recognises the needs of others; takes account of another s point of view; encourages loyalty from others; provides a reassuring presence Addresses underlying customer & community needs, by influencing & developing a close rapport with communities, customers, stakeholders & external partners to establish an understanding of their underlying needs the equality & diversity policy; ensures it is supported by a clear action plan that is communicated across WBC

9 Management Behaviours Providing Direction Coaching Managing Excellence Managing & Development Teams N/A N/A N/A Coaches project teams & acts as a mentor for others, adapts their management style to get the best from each colleague Leadership Behaviours Positive Role Model Leading Change Strategic Focus Facilitates N/A Helps & facilitates others in responding to challenges appropriately by displaying qualities linked to Values, Vision & Priorities change initiatives through regular involvement & helping to build confidence in the change

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