Lucy Group - Development Partner

Job Title: Development Partner

Business Area: Human Resources (Talent)

Location: Oxford with UK travel

Job Purpose

The role of Development Partner will be dedicated internal resource to support the business and enhance overall business and individual performance, career growth and to help facilitate people change. The role will design and conduct manager and career coaching / mentoring interventions, undertake talent assessments and develop relevant L&D programmes within the Lucy Group companies.

Job Context

This role will work closely with the local HR team and business line managers to provide specialist support and report directly to the Global Head of Leadership, Coaching and Development. This is a customer facing role and will require travel to Thame, Sowerby Bridge Yorkshire, and Newcastle.

Responsibilities

Training needs analysis and L&D advice – to support with specialist advice around training needs and the linking of L&D activities to support skills gaps and career growth.
Manager coaching – to coach managers on how to have effective performance and development conversations.
Management development – the delivery of targeted management and team leader training using tools and materials from the Franklin Covey All Access Pass solution.
Team level restructuring – supporting with the planning phase of minor team restructures with a focus on skills and development.
Talent assessment and promotion advice – supporting with promotion advice with a focus on skills and development.
Change management – supporting with change management advice with a focus on skills and development.
Knowledge transfer – working with the business to identify knowledge shortages and gaps and build a plan for knowledge transfer.
Graduate/Apprenticeship mentoring – to support managers training, advice and guidance on mentoring Apprentices and Graduates.
Apprentice contact – to support Apprentices with regular check ins to check progress on learning and general welfare providing help, advice and guidance where needed.
Recruitment – to support the candidate screening process with personality type profiling and skills assessments. Qualifications, Experience & Skills

Minimum Qualifications, Knowledge and Experience

Minimum of CIPD Level 5The role will require skills and experience in the following:

Develops Talent

Develops people to meet both their career goals and the organisations goals. For example, consistently shares ideas, insight, and best practices to help people reach their development goals and achieve optimal results.

Collaborates

Builds partnerships and works collaboratively with others to meet shared objectives. For example, enlists a range of stakeholders to add value; ensures they are well informed, and surprises are avoided. Confronts and challenges "us vs. them"; shows strong appreciation for others' efforts toward shared goals.

Communicates Effectively

Develops and delivers multi–mode communications that convey a clear understanding of the unique needs of different audiences. For example, disseminates knowledge, insights, and updates in a polished, precise, and compelling manner. Demonstrates a deep interest in others' comments. Creates rich documents and reports.

Learning and Talent Development

Uses comprehensive knowledge and skills to act independently while guiding and training others on motivating all employees to learn, grow and develop so that they can obtain the knowledge and experience they need to help the organization reach its goals.

Apprenticeships

Has good knowledge and acts with some support on apprenticeship related aspects, including promotion, utilisation, identification. Provides guidance and training to others to further understand how apprenticeships can support the different business areas/functions, and works with line managers to develop CPD for apprenticeships.

Change Management

Utilising competent knowledge and skill and is able to independently develop structured approaches to change to help ensure a beneficial transition while mitigating disruption. Competent experience in the preparation, coaching and support of employees through the change process, establishing the necessary steps for change, and monitoring and reporting on the pre– and post–change activities to ensure successful implementation. Ensure suitable communication at all levels is given and drive the cooperation and involvement of the different areas of the business involved.

Coaching and Mentoring

Applies comprehensive knowledge / skill, acts with independence, and provides guidance and training to others