Salary: Up to £55,000 (pay award pending)

Reports to: Head of Workforce Strategy

Responsible for: Learning & Organisational Development Commissioner (up to 3 FTEs) and L&OD Coordinator (1 FTE)

Role Purpose and Role Dimensions:

The postholder is responsible for ensuring that the Council’s learning and organisation development (L&OD) function, strategies and activities, enhances the capability of the workforce in line with meeting the needs of residents, visitors, local businesses, students and other key external partners
They will lead the development of a corporate L&OD strategy for the council and the translation of this strategy into annual L&OD plans for the Council’s directorates to drive organisational transformation through workforce development, organisational culture improvement and change management in collaboration with internal and external stakeholders

Commitment to Diversity:

The council has a strong commitment to achieving equality of opportunity in its services to the community and in the employment of people. It expects all employees to understand, comply with and promote its policies in their own work, undertake any appropriate training to help them to challenge prejudice or discrimination.

Key External Contacts:

• External partners operating with the council
• LGA
• External contractors and providers of OD and learning consultancy
• Suppliers, professional bodies

Key Internal Contacts:

• HR Leadership team
• All divisional heads of service
• Chief Executive and Executive Leadership Team
• Corporate leadership team
• Head of transformation and business analysts

Financial Dimensions:

The post holder will have oversight of the Corporate OD budget

Key Areas for Decision Making:

• To continuously build and reform Croydon’s Learning and Organisational Development strategy in conjunction with the Head of Workforce Strategy.
• To enable Croydon’s people to perform in their roles effectively and provide them with access to inspiring learning content whenever and wherever it’s needed.
• To embed an enhanced learning culture by encouraging a view of learning that encompasses more than formal training; promoting a blended approach to learning including on-line materials; digital content; experiential learning, coaching and mentoring; face to face training and vocational learning.
• To ensure all L&OD spend aligns to the L&D strategy and that the organisation achieves maximum value from investment.
• To have the right people with the right skills in the right jobs
• Working with the organisation ensure the right cultural levers are enabled to support an inclusive workforce

Other Considerations:

The post holder is required to represent the Head Workforce Strategy when required

Key Accountabilities and Result Areas:

• To develop and deliver a corporate L&OD strategy ensuring innovation and continuous improvement. Lead the whole cycle in terms of research, diagnosis, delivery, and evaluation:
• Designing the corporate L&OD strategy and plan, translating these into learning solutions (tailored to each of the council’s directorates) that meet the tactical and strategic goals of the council and ensuring alignment to the People and Cultural Transformation Strategy.
• Designing and implementing interventions and strategies to ensure the Council effectively learns from and engages with Croydon’s diverse workforce and communities.
• Leading the conduct of Council wide L&OD needs assessments to identify L&OD interventions required for organisational transformation in the council.
  Routinely reviewing the council’s L&OD strategy to ensure ‘fit for purpose’ and alignment with the organisation’s vision.
• Developing high-level reports on the progress and impact of L&OD interventions across the Council
  Regularly researching best practices in L&OD including benchmarking with other comparable organisations in order to ensure the Council’s L&OD interventions are innovative and in line with best practices
• Acting as a change-agent and promoting the relevance and importance of L&OD activity and improved service delivery outcomes across the Council, ensuring the council’s leadership understands, prioritises and places high value on L&OD activity.
• Ensuring appropriate and consistent record-keeping in respect of all L&OD activity within the council for audit and assurance purposes, in line with best practice, GDPR and organisational requirements.

To provide adequate team leadership to the L&OD team ensuring team members have the skills and motivation to deliver on the L&OD mandate:

• Providing oversight and guidance to the L&OD commissioners ensuring quality outputs in the delivery of L&OD interventions across the Directorates and in the council as a whole
• Providing adequate capacity building and team leadership for the L&OD team ensuring all team members have the required skills and are motivated to execute their key responsibilities

To co-ordinate the corporate L&OD budgets ensuring value for money on all products and services:

• Managing and tracking the Council’s L&OD and leadership budgets with a focus on value for money and to ensure that L&OD spending priorities ultimately provides positive benefits for the local community
• Monitoring and evaluating the effect of L&OD interventions across the council and generate useful insights to secure required annual corporate funding for learning and organisational development activities
• Overseeing initiation of L&OD contracts between the Council and external consultants/ suppliers ensuring compliance with the council’s policies and achievement of best value for money in delivering L&OD outcomes