Learning & Development Business Partner (15 month maternity cover)
Main purpose of role
Working in a team of 4 alongside the Head of L&D, another L&D Business Partner and the L&D Coordinator, the L&D Business Partner supports the business by creating and delivering effective group and individual learning interventions and programmes.
This is a ‘hands-on’ role for a confident and influential L&D Business Partner to add value across the business. The L&D Business Partner works across all aspects of L&D in collaboration with the wider L&D/HR team and key business stakeholders. Key responsibilities include planning talent strategy; creating, tailoring and delivering content; coaching; mentoring, facilitation; presenting; and consistently bringing new ideas and creativity to the L&D team.
This is a true Business Partner role, which often utilises a 1 on 1 approach to understand the context around business requirements. This will require working closely with the business, taking a coaching approach to establish the root cause of any development required, and delivering the most appropriate solution.
Creation & Delivery of Learning & Development
- In collaboration with key business stakeholders, the L&D team and the wider HR team: identify, devise, implement and project-manage individual and group development plans, programmes and initiatives.
- Work alongside the Head of L&D to formulate the L&D strategy.
- Create and develop credible, relevant and engaging content for workshops, programmes and individuals.
- Facilitate and present workshops and development/training programmes.
- Partner with key business stakeholders and the wider HR team to enhance succession planning by instigating individual career development programmes, taking an active leading role in advising on the appropriate tools, resources and behavioural development required.
- Utilise a coaching approach to conduct ongoing training needs analysis in order to scope the appropriate development requirements.
- Coaching and mentoring employees throughout all levels of the organisation.
- Determine the most appropriate performance review process for the business area; flexing to ensure the most value is gained and the solution is credible for that business area.
Relationship Management & Communication
- Actively engage and build relationships across the organisation.
- Work collaboratively with the wider HR team to ensure that all L&D activities are appropriate for the business area/individual/context.
- Taking responsibility for dealing with general requests and providing the appropriate development options and support.
- Working alongside the L&D team to identify and build relationships with high quality suppliers/partners.
- Respond to all queries from colleagues and suppliers effectively, with a solution-focused approach.
- Participate actively in team discussions and activities.
Reporting, Administration & Evaluation
- Responsible for maintaining live updates; the learning calendar; learning histories; and accurate records of all development activity (individual and group), in collaboration with the L&D Coordinator.
- Ensure that recommendations for development take most effective use of budget into account.
- Work closely in collaboration with the L&D Coordinator to ensure that the logistics and preparation for all development are handled efficiently and effectively.
- Ensuring that all supplier invoices are processed promptly through the ‘Uniport’ system, in conjunction with the L&D Coordinator.
- Monitor the L&D budget, keep track of spend and communicate about this regularly with the Head of L&D and the L&D Coordinator.
- Evaluation: capture, analyse and report learning and development metrics; including producing surveys and L&D reports based on attendance/satisfaction levels. Follow up with participants for their feedback.
Driven to deliver
- ‘Completer-finisher’ mentality: taking personal accountability for delivery.
- Takes personal ownership of high standards and ways of working.
- Commercially-minded: strong and proven negotiator.
Influencing & persuading
- Ability to develop strong working relationships across all levels throughout the organisation.
- Personally credible: considers how to best add value and ensures own expertise is sufficiently developed to do so.
- Uses initiative to make suggestions and recommendations.
- Curious to explore fully around every situation/opportunity.
- Brings external knowledge and ideas in to the organisation.
- Creatively considers ways to improve upon process, systems and ways of working.
- Ability to communicate strongly at all levels, both verbally and in writing.
- Flexible approach with a willingness to encourage, adapt to, and support change.
- Proven experience of working under pressure in a calm, efficient and organised manner.
Planning & organising
- Highly organised with a strong attention to detail.
- Time and priority management: proven ability to manage a high volume of tasks with conflicting deadlines.
- Constantly analyses ways of working and challenges self and others to improve.
- Listens and proposes a variety of ways to respond to the challenge.
- Reviews trends and makes recommendations.
- Establishes clear goals for performance.
Technical qualifications and experience
- L&D/HR professional with proven experience in designing and implementing learning solutions.
- Demonstrable ability to design and deliver group development/training sessions.
- Strong facilitation skills.
- Experience of working in a complex, matrix organisation.
- Graduate level - HR/psychology degree preferred.
- Chartered CIPD qualified.
- Experienced user of a range of psychometric and other tools e.g. Insights Discovery; MBTI etc.
- Experience of working in a Media or Music organisation.
Diversity and inclusion
Universal Music is an equal opportunities employer. We embrace diversity and are committed to a working environment where no one will be treated less favourably on grounds of their sex, race, disability, sexual orientation, religion, belief or age