General information

Job Title
Learning & Development Partner - FTC
Ref #
18133
Date
Monday, June 13, 2022
Country
United Kingdom
Location
Woking
Business area
HR
Department
Learning and Development
Position level
Qualified Senior
Working time
Full Time
Contract type
Fixed Term Contract
Duration
12 months
Working pattern
9am - 6pm Monday to Friday

Description & Requirements

Background

No restraints. No limitations. We don’t simply push boundaries. We completely rethink them. McLaren Automotive exists to create breath-taking performance road cars.

With innovation at the core of all we do, every challenge starts with the same question. How can we do it better? This restless spirit runs right through McLaren Automotive. And the search for perfection is evident in everything we do.

Purpose of Role

As the Learning and Development Partner, you'll manage the Learning and Development function to ensure appropriate training and development needs are identified and delivered to the business, within budget to maximise employee performance. You will act as a centre of excellence for learning and development. You will be diagnosing issues, identifying learning needs and providing creative solutions in line with business objectives. You will partner with the business to build meaningful relationships through which employee performance is maximised. You will role model the company values. 

 
Principal Accountabilities
  • Drive the people development strategy and vision. Communicate, promote and implement people development initiatives and programmes to drive employee engagement and retention.
  • Work with HR team and business heads to identify development needs or skills gaps and provide solutions. 
  • Develop and facilitate bespoke development activities as required.
  • Development and management of the centralised people development offering for UK based and regional employees. Implement supported learning journeys and resources to support employee’s development in each of the six key business skills.
  • Manage relationships with external training providers, including working with them to scope new learning programmes and implement in the business to address development needs.
  • Manage and develop the management and team leader development programmes, ensuring there is a supported learning journey for leadership and management skills aligned to role bands.
  • Design and deliver engaging resources including SharePoint content, videos, workshops, guides and tools for employees and managers. Ensure training material and documentation is up to date and available to relevant stakeholders.
  • Utilise the apprenticeship levy to create programmes for early careers, upskilling and reskilling.
  • Support and implement strategies around the talent agenda such as STEM and early careers.
  • Evaluate programs and training to ensure continuous added value and ROI, including employee induction, manager induction, management programmes, soft and technical skills training.
  • Accountable for the maintenance and development of learning systems and tools. Ensure the most appropriate learning and development tools, mechanisms and approaches are created and implemented for all types of skills and experience.
  • Management and development of the McLaren Mentoring and Coaching Programmes. Including enrolment of new mentors and coaches, reviewing engagement in the programmes and ensuring mentors and coaches have the necessary skills to provide support to the business. 
  • Work with Head of Talent Development to review talent and succession plans and identify career pathways, in partnership with the generalist team. Manage mechanism for the business to identify career pathways to support employee engagement and retention.
  • Delivery of training as required.
  • Responsible for communications around L&D, driving awareness of L&D opportunities and programmes.  Build and maintain the L&D profile within the business, including internal and external PR.
  • Keeps abreast of external trends in L&D, not limited to the automotive industry. Participate in regular external networking and panels to develop and share knowledge and bring in new ideas
  • Accountable for the L&D budget.
Knowledge, Skills and Experience

  • Understands the commercial drivers of the business and how talent development contributes to the delivery of the business plan.
  • Experience of partnering with leaders and HR team to produce strategies around talent
  • Good knowledge of L&D approaches with evidence of successful application and ROI
  • Proven experience of contributing towards the development of organisational culture
  • Experience of managing change effectively in a rapidly changing company  
  • A clear understanding of the commercial drivers of the business and how HR can play a key role in the success of the organisation
  • Experience of partnering with all levels of managers to produce long term development plans for their teams
  • A good knowledge of the difference between training and development and the potential range of solutions on offer
  • An understanding of employee engagement that is beyond the theoretical and can demonstrate it with practical examples of how to improve it in the workplace.
  • Good coaching skills (asking questions to help others with their thinking)
  • Proven experience of supporting employees in relevant business area environment is essential for this role.
  • Experience of full generalist HR remit an advantage (including employee relations, resourcing, learning and development, talent management and reward and recognition)
  • Problem solving skills, organised and see ideas through to implementation
Personal Attributes

  • A desire to try things a new way and challenge the status quo
  • A willingness to find a balance between industry best practice and a pragmatic approach
  • Customer focused and driven
  • Resilient
  • Can act as an equal player with key business stakeholders and ‘hold their own’ around the table. 
  • A trusted partner
  • A skilled influencer who can demonstrate high levels of HR credibility coupled with the ability to build relationships at all levels quickly
  • Confident and a proven ability to overcome setbacks and think in a solution focused way
  • A clear ability to articulate how HR adds value to the bottom line
  • Commercially focused.
  • Professional face to HR
  • Ability to be flexible in approach to meet customer requirements
  • High attention to detail