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Skill Overview

Learning and development consultants are accountable for ensuring Learning and development contributes to improved performance in the workplace at an individual, team and organisation level. They have the commercial responsibility to align learning needs with the strategic ambitions and objectives of the business. They are agents for change, influencing key stakeholders, making decisions and recommendations on what the business can or should do in a learning and development context.
They will often have expertise and competence in a specific field whether it be technical, vocational or behavioural. They link the work they do to the context and strategic priorities of the business and measure the outcomes and impact of any learning interventions, to demonstrate a return on investment and expectation. The role exists within a range of organisations including private, public and third sector.

Learning Objectives

Work as a learning and development business partner or consultant across the whole organisation or key functions and relevant stakeholders as appropriate, to build insight into existing levels of capability against future requirements, identifying organisational skills gaps and risks. This may include an organisation’s sustainability strategy or exposure to the UK Government’s policy for net carbon zero emissions by 2050, for example, ensuring a just transition for those with legacy skills into the new green economy.
Use a range of techniques to obtain an initial brief from internal stakeholders, and investigate and analyse data to validate the need for a learning intervention.
Present a range of relevant and innovative solutions, logically and with credibility, to gain buy-in from senior stakeholders.
Develop an organisational development, learning and development and succession plan that addresses gaps and fulfils skills, resourcing, talent, and future leadership needs in the partner and business area, accounting for changing internal and external environment, business and learner needs. This may include an organisation’s sustainability strategy or exposure to the UK Government’s policy for net carbon zero emissions by 2050, for example, ensuring a just transition for those with legacy skills into the new green economy.
Initiate the design of interventions and monitor implementation.
Foster and develop an embedded culture of learning and continuous improvement (e.g. through using communication campaigns).
Facilitate collective and social learning using innovative technological solutions.
Influence management at all levels to collaborate and take responsibility for learning initiatives.
Set up and manage action learning sets, coaching and mentoring programmes.
Ensure quality of learning and training delivery through providing feedback to colleagues to ensure continuous improvement of self and others.
Construct and manage an learning and development budget, project, intervention, including managing resources to effectively deliver.
Identify and analyse potential cost savings to ensure maximum value.
Effectively engage, negotiate and manage third party suppliers.
Build effective working relationships with business managers (using the language of the business), peers and other learning and development functions, together with relevant external organisations to deliver business results from learning and development plans and solutions.
Communicate confidently with people at all levels, including senior management.
Work with senior leaders to carry out succession planning, organisational development and talent pipeline plans. This may include an organisation’s sustainability strategy or exposure to the UK Government’s policy for net carbon zero emissions by 2050, for example, ensuring a just transition for those with legacy skills into the new green economy.
Build rapport and demonstrate the use of language patterns to facilitate and encourage discussions, debate, learning and decisions.
Employ a range of questioning and listening skills to generate brainstorming, discussion and debate, learning and decisions.
Effectively manage challenging learner and group behaviours.

Funding Option

Funding Eligibility

This opportunity is only available to business owners, managers and team leaders looking to upskill their staff. If you are unemployed or exploring new career options, you can start your apprenticeship journey by sending your CV to: info@360apprenticeships.co.uk

For apprentices aged 16-21 the training costs are fully funded by the government. For apprentices aged over 21, there is a 5% co-investment which would be paid by the employer. Alternatively, the training costs can be covered by utilising the Apprenticeship Levy Fund.

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