NRL are working with a leading heavy manufacturing business who require a Training and Development Manager to join their team. This would be a permanent staff position.
Working closely with the HR Manager, the Training and Development Manager will be responsible for the design and delivery of a training and development strategy to ensure that all employees are trained and competent to be able to undertake their roles safely and efficiently.
What you’ll do on a day-to-day basis
Working with the HR Manager to create a learning and development strategy which will ensure that employees at all levels within the organisation are trained and competent to carry out their duties safely and effectively.
Creatingskills matrices to define the key skills and competencies required for each role within the organisation.
Creating a competency management and learning management system to adequately track the competence and development of all employees within the organisation.
Maintain a Learning Management System which will provide a framework for all aspects of the learning and development process.
Determine and assess the organisations training and employee development needs.
Creating and delivering training materials and programmes to address specific business objectives.
Identify and implement a wide range of training techniques to improve efficiency and returns on investment.
Managing employee enrolment for training, schedule training sessions and organise the resources to facilitate training programmes.
Identify and assess future and current training needs through job analysis, career paths, annual performance appraisals and consultation with line managers.
Draw an overall or individualized training and development plan that addresses needs and expectations.
Deploy a wide variety of training methods including Blended Learning Approach and the 70/20/10 model.
Identify and sourcing external training programmes and vendors.
Conduct effective induction and orientation sessions.
Monitor and evaluate training program’s effectiveness, success and ROI periodically and periodically report them to the HR Manager and business).
Accountable, with the HR Manager, for developing and manage the training budget.
Provide opportunities for ongoing development.
Resolve any specific problems and tailor training programs as necessary.
Work with the HR Manager and Talent Acquisition Partner to create a succession plan which will ensure future talent.
Work with various regional stakeholders (including the Tees Valley Combined Authority) to identify and utilise funding streams to develop our employees and members of the local community who could be up-skilled to match our vacancies.
Work with the HR Manager to design and implement an apprenticeship programme, to ensure that we are able to grow future talent and have a ‘feedstock;
Keeping up-to-date on the latest training trends, developments and best practices.
Partner with the Management team to provide coaching and advice when needed.
Create and maintain a SQEP (Suitably Qualified and Experienced People) Register for all training staff. Securing a Safe to Operate and Safe to Train environment, with a Safety-First approach.
Experience/Education/Skills/
Prior experience as either a Training or Learning Development Specialist in a manufacturing or heavy engineering organsiation.
Excellent written, verbal and interpersonal communication skills.
Excellent track record in developing and executing successful training programs.
Critical thinker with innovative problem-solving skills.
Familiar with traditional and modern training processes.
Fantastic organisational and time management skills.
Meticulous attention to detail.
Membership of the CIPD is advantageous, but not essential.
The NRL Group connect global companies with the right people to bring engineering projects to life. Supporting contracting companies with energy transition plans and working with our clients to create a cleaner, greener future.
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