Learning & Development Advisor

Main Responsibility

Engagement:

• Advise stakeholders about L&D interventions which will effectively address learning needs and help solve business issues.
• provide advice and guidance to individuals on personal and professional development.
• Promote the work of the team and inspire others about learning and development through speaking in meetings, delivering presentations and networking at events and conferences.
• Design and deliver facilitated discussions, workshops and activities with multidisciplinary groups and colleagues.
• Identify skill gaps, learning needs and new opportunities for learning and improvement through continuous assessments and observations.
• Contribute to the development of the IOPC People Strategy through matrix working across the directorate, particularly with peers in the ODDT and PMW Teams
• Drive a learning culture during every conversation, using coaching conversation techniques.
• Manage and respond to relevant L&D queries received through the L&D inbox.

Delivering L&D work:

• Deliver defined L&D work packages (advice, research, design, delivering interventions & projects) through effective self-management, prioritisation and collaboration with others.
• Work closely with L&D consultants and peer L&D advisors to continuously re- evaluate and re-prioritise workloads to ensure a smooth delivery of L&D products to the business.
• Co-ordinate the successful delivery of the team’s activities, ensuring close working and consultation with the L&D support team
• Source and liaise with external providers, ensuring procurement and contracting guidance is followed.
• Develop, draft and present high-quality business reports outlining key L&D proposals and issues.
• Research, develop, draft and amend L&D strategies and policies at the direction of an L&D Business Partner.
• Lead and co-ordinate the management of the Learning at Work platform.
• Lead (or co-lead/support) the annual Learning at Work Week initiatives.
• Develop and produce L&D metrics.
• Team Work & Development
• Embrace opportunities for personal and professional growth on the team by having regular development conversations, giving and receiving constructive feedback.
• Deputise for L&D Consultants in their absence.
• Contribute to matrix teams brought together to deliver defined projects and outcomes.

L&D Expertise:

• Obtain and maintain a good understanding of the IOPC skill profile and existing L&D programmes, initiatives and products.
• Maintain credibility and professional expertise through driving own continuous professional development, keeping abreast of industry advances.
• Disseminate your learning, share good practice and ideas for improvement with the team and wider organisation.
• Ensure all L&D activities are underpinned by Equality (EIA) and Data Protection Impact Assessments (DPIA)
• Ensure L&D products add value and demonstrate impact and return on investment through effective evaluation.
• Engage with relevant external organisations to carry out benchmarking activities, access peer learning opportunities and seek out good practice.
• Horizon scan for innovations that can contribute to the teams/organisational goals.
• Design, develop and deliver effective and engaging learning & development solutions.
• Introduce a range of tools and techniques to encourage people to take responsibility for their own learning and development.
• Develop area (s) of L&D specialisms, dependent on business need and own development aspirations.

The Ideal Candidate

Essential Experience

• A professional interest in Learning & Development
• Strong commitment to own personal and professional
• Confident communication and engagement skills in varied
• Experience of planning and co-ordinating programmes of work which have been successfully
• Experience of analysing and resolving problems or business
• Creativity and
• Ability to write and produce professional and credible documents suitable for internal and external
• Experience of managing multiple tasks within a rapidly changing
• Organised, self-motivated and capable of working autonomously
• Intermediate or advanced use of IT such as excel, other MS office applications, including MS Teams.

Reasonable Adjustments

The IOPC is a diverse and inclusive workplace and we want to help you demonstrate your full potential whatever type of assessment is used. We are open to providing you with the tools you need to succeed, from extra time to formatting changes, to name a mere few. If you require any reasonable adjustments to our recruitment process, please email humanresources@policeconduct.gov.uk

Package Description

• 27.5 days paid annual leave (increasing with service to 32.5 days)
• Options to carry over, buy or sell annual leave
• Civil Service pension
• PAM employee assistance programme
• Access to Civil Service Sports Council (CSSC) membership
• Staff networks focused on each of the protected characteristics – run for staff, by staff
• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity behaviours

Additional Information:

The IOPC is not eligible to participate in the Civil Service transfer process, therefore successful candidates will not be able to transfer to the IOPC on their existing terms and conditions.

The IOPC does not participate in the UK Visa Sponsorship Scheme therefore, candidates will have to provide evidence of their Right to Work in the UK if offered a role with us.

This role is exempt from the Rehabilitation of Offenders Act 1974, therefore a standard Disclosure and Barring Service (DBS) check will be carried out for the successful candidate during the pre-employment process.

Any move to the Independent Office for Police Conduct from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may, however, be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk

Although we are currently unable to guarantee a longer or more permanent contract, if the role can be extended or made permanent, the successful post holder may be offered the role firstly without further interview.

About the Company

As a completely independent organisation, the IOPC seeks to uphold the rights of the public and investigate the most serious matters, including deaths following police contact, to promote learning and influence change in policing. The IOPC is an organisation steeped in history, influenced by significant figures such as Stephen Lawrence and Sir William Macpherson. We are looking for people to uphold our core values, and in return we will give you a supportive and inclusive work environment to flourish in.

Be yourself

The IOPC is committed to promoting equality and valuing diversity in everything we do. Our vision is to be, and to be seen as, a leader in inclusive employment and services, demonstrating this ethos in everything that we do.

• As a silver standard Stonewall employer, we continue to commit to being a LGBTQ+ employer through the work of our Pride LGBTQ+ Staff Network, creating welcoming environments for lesbian, gay, bi and queer people.
• We are pleased to share that we are a signatory of the Business in the Community Race at Work Charter. The Charter is composed of five calls to action for leaders and organisations across all sectors. 
• Being a Disability Confident employer, the IOPC is dedicated to removing the barriers for disabled people to thrive in the workplace.
• Our Staff Networks are constantly working to make the IOPC the leaders of inclusive employment, from our Allyship Programme to Welsh Language Standards and our Know the Line Policy, we are constantly seeking new ways to create an environment for all to develop and thrive.