Responsibilities

• Directly line manage the teams Collaboration and CPD coordinators
• Contribute to the development of a modern and responsive learning and development capability for the Force, to embed the principles of a 70/20/10 approach to learning.
• Collaborating with colleagues to develop and embed an online learning environment and social learning, ensuring that learning is delivered in a more dynamic and accessible way.
• Manage the development, delivery and implementation of an approach to corporate initiatives (e.g. Induction, Citizen Satisfaction) across all levels and roles within the Force and provision of learning opportunities based on emerging legislative needs and/or organisational needs (outside of operational learning).
• To commission, monitor and evaluate a wide range of learning and development activity to deliver organizational needs.
• Specifically manage partnership working internally and with other external organisations, agencies and suppliers
• To work closely with other Managers/Business Partners across the force to ensure a proactive approach to learning and development is delivered and support the development and delivery of Leadership, Performance and Talent Management initiatives (as Directed by the relevant lead for those areas).

• To demonstrate clear ROI and business improvement as a result of learning and development activity, linked to Force priorities.

Professional Leadership

• Provide advice to the Force on all matters relating to learning and development, utilising market intelligence, benchmarking and insight data

• Work effectively across high performing teams that in turn add value to the Force, in line with any budget and financial constraints

• Support assessment centres and the selection process for various talent management initiatives

• Provide coaching and mentoring across the Force as required

• Role model the behaviours across the Force in the vision of learning, leadership development, managing talent and performance development

Resourcing and capability

• Champion the development of a learning culture to support continuous professional development and improved service delivery

• Create and deliver emergent and established leader interventions

• Define policies and tools to retain internal talent, as well as promoting the Force’s attractiveness and visibility externally

Change Management and Delivery

• Lead and champion key programmes of work, in line with the development and performance strategy, to enable the Force to be a world class organisation and employer of choice

• Ensure that leadership, talent and performance considerations are effectively integrated with other strategic change projects and initiatives, to deliver a joined up delivery model and approach

The Person

• You will have significant experience of L&D and OD within a range of complex settings

• Prior experience of developing, delivering/commissioning, implementing and evaluating learning interventions that have a visible impact on organisational success

• Experience of influencing senior stakeholders on learning and development initiatives

• Proven track record of consistently achieving high standards and delivering objectives

• Able to evidence knowledge and experience of designing and delivering innovative learning solutions (both in person and virtually) in a large and complex organisation

Qualifications

• MCIPD or equivalent, relevant professional qualification

• Level 5 Coaching qualification and evidence of regular supervision and CPD

West Midlands Police is a Disability Confident Leader - the highest level an organisation can achieve under the scheme run by the Department of Work and Pensions.  As part of our commitment we operate a ‘Disability Confident Interview Scheme’ - all candidates who declare a disability and meet the essential criteria for the role will be offered an interview. 

It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people who meet the essential criteria for the job. For example: in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. In these circumstances, the employer could select the candidates who best meet the essential criteria for the job, as they would do for non-disabled applicants.