HR Advisor - Learning and Development

Main purpose of the role

Working as part of a team of L&D specialists, the L&D Advisor will support the development and execution of a learning and development agenda that meets the most critical needs of the organisation. The role requires significant collaboration with the rest of CIFF and as part of the wider HR team, to ensure the evolving core L&D programme is managed and delivered effectively.

Role’s responsibilities

Enabling self-led learning and knowledge management within CIFF

• Work with the team to further develop and realise CIFF’s Digital Learning Strategy with particular focus on our learning management system (LMS).
• Act as the system superuser / administrator, managing users, workflows and functionality, working with the People Operations team on the integration with the HR information system (HRIS), and liaising with the provider where needed.
• Participate in the design of recommended learning journeys for employees across a range of topics, then take responsibility for the build in the LMS.
• Build and maintain shared resources for employees to access, relating to corporate subscriptions, recommended reading, CIFF learning programmes etc.
• Work with our internal subject matter experts to ensure CIFF-specific learning content being shared via the LMS is kept up-to-date and is engaging and relevant.
• Manage and optimise CIFF’s corporate subscriptions to support learning, insight sharing, and value for money.

Coordination of learning operations and communications

• Create and maintain CIFF’s L&D events calendar including key DEI events scheduling events correctly, in a timely fashion and after careful consideration of other CIFF activities (liaising across teams), and publicising appropriately.
• Acting as the operational lead for L&D communications, ensuring consistency, clarity, and alignment with the L&D events calendar.
• Provide end-to-end logistical support for learning events, e.g. setting up courses in the LMS, making arrangements for virtual and in-person sessions, managing enrolment and attendance lists, issuing joining instructions.
• Project manage the organisation-wide roll-out of coaching skills, which includes a comprehensive learning journey for each employee to enable continued development and embedding into the culture.
• Manage all supporting materials, ensuring they are of a great quality, they are consistent with other HR team materials and are made available to learners promptly.
• Manage and maintain administrative records regarding external providers, including managing invoices and retaining current terms of business.

Providing advice to colleagues across the organisation

• Serve as central point of contact for L&D related enquiries from throughout the organisation – this includes partnering with other HR team members (especially HR Business Partners, People Operations and Employee Engagement) to address needs raised with them around the organisation, and also managing the L&D function’s inbox.
• Advise individual employees and/or their line manager regarding CIFF’s L&D offering, guiding them to what is relevant to ensure the right learners engage with the right activities. This would include managing personal learning funding requests from employees.
• Signpost to and champion centrally available L&D related resources, e.g. LMS e-learning, guidelines & policies.

Developing L&D activities

• Be involved in discussions with internal experts and external training providers regarding the development of new programmes, ensuring alignment to CIFF’s learning objectives.
• Support the design and introduction of new L&D opportunities for CIFF employees, working alongside the relevant senior L&D team member to ensure quality is delivered in line with standards agreed across the wider HR function, making recommendations on content or methods as appropriate.
• Administration of mandatory training processes, including enrolment, tracking completion, and implementing agreed approaches

Evaluating and enhancing impact

• Working with the L&D project/programme lead for each intervention, support the use of established feedback mechanisms to report learning impact and measurement elements following L&D activities.
• As needed, review feedback data, report and provide analysis including your recommendations to the team for how impact and measurement reporting could be improved; play a part in the follow-up actions.
• Collaborate with L&D team colleagues to develop and implement clear principles relating to effective learning (e.g. what does successful course completion look like), championing throughout CIFF ways to maximise learning transfer.

Membership of the team

• This role does not hold line management responsibility, but we expect all employees to demonstrate good leadership behaviours; this includes adopting a coaching approach with colleagues to help build skills, confidence and capability in particular areas, processes or procedures.
• As required, support on the planning and coordination of inductions for new joiners to the team.
• We operate a matrix structure so reporting lines can vary between specific aspects of the role.