Learning and Development Partner (General)

Are you passionate about helping people grow, elevating capability, and creating meaningful development experiences? We’re looking for a proactive and creative Learning & Development Partner to join our team and drive organisation‑wide learning that makes a real impact.

About the Role

As our Learning & Development Partner, you’ll design, deliver, and evaluate high‑quality learning solutions that build capability at every stage of the employee journey—from onboarding and operational training through to leadership and management development.

Acting as a trusted advisor, you’ll work closely with leaders, HR, and subject‑matter experts to diagnose capability needs and develop programmes that truly shift performance. You’ll champion a culture of continuous learning and bring innovative, modern L&D approaches to life across the organisation. 

What You’ll Be Doing

Learning Needs Analysis & Stakeholder Partnership

• Partner strategically with leaders to understand business priorities and future capability needs.
• Identify skills and performance gaps using data, insights, stakeholder consultation, and observation.
• Lead structured LNA/TNA activities to uncover root causes and development opportunities.
• Influence and challenge stakeholders to ensure learning solutions are evidence‑based and effective.

Programme Design & Development

• Lead end‑to‑end L&D projects including scoping, design, delivery, communication, and evaluation.
• Support organisational change programmes by designing and delivering the training workstream.
• Create engaging blended learning solutions across:
  • Operational/role‑specific skills
  • Behavioural and personal effectiveness

Delivery & Facilitation

• Facilitate workshops, development programmes, and training sessions from early careers to senior leaders.
• Deliver coaching, group facilitation, and action‑learning to embed behavioural change.

Evaluation & Continuous Improvement

• Measure impact using data, feedback, and performance outcomes.
• Apply evaluation models such as Kirkpatrick to refine and improve learning initiatives.
• Focus on long‑term capability building—not just one‑off sessions.

Learning Culture & Innovation

• Champion a culture of curiosity, learning, and continuous improvement.
• Stay current with trends and bring innovative approaches (digital learning, coaching, simulations, 70:20:10, etc.).

Build accessible learning pathways that encourage self‑directed development.