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L&D Manager

Posted 19 January by Paddy Power Featured Ended

Overall Job Purpose

To champion Learning and Development within the business by designing an effective and scalable L&D strategy and delivering comprehensive training programmes that build the capabilities of the Retail Business. These programmes include Product Launches, ‘Academies’ and On-boarding programmes. The role, through the management of 2 x Training & Development Executives will support business performance through strong alignment to the overall company strategy. The Learning and Development team will be responsible for supporting c1700 employees split amongst our 300+ shops.

T&D Needs Analysis

  • Identify development needs for Retail through a regular cycle of learning gap analysis activity e.g. engagement surveys, performance review analysis, PDPs, customer feedback, delegate feedback and competitor activity.

  • Constantly work with the Retail Operations Management team to identify specific behaviours, personality traits and motivators that yield great business results, and translate these into development interventions.

  • Liaise with Heads of Department to identify ad-hoc business issues relating to the business.

T&D Delivery

  • Design and Deliver end to end management development programmes – including the structure, process, content and delivery approach of such programmes

  • Constantly evolve and improve Retail induction to take account of new service and product developments, ensuring hew starters are set up for success and preserving the unique Paddy Power experience.

  • Design and deliver a constant cycle of training and communications activity to support the new product roadmap e.g. new offers, games, working with Head Office departments and product suppliers.

  • Identify, design and deliver learning interventions to improve the shop service levels, constantly reviewing competitor activity and ensuring we beat the pants off the competition.

  • Evaluate and develop the procedures, policies and processes of the T&D Team to ensure its effectiveness e.g. probationary assessments, in-shop training materials.

  • Source quality external T+D suppliers and manage service level agreements to ensure return on investment.

T+D Evaluation

  • Creates follow-up development plans with managers from Retail and assists in the implementation of those plans and ensures impacts from learning interventions are maintained.

  • Tracks and monitors learning at all levels of the Company.

Financial & Administrative

  • Ensure accurate training records are maintained for regulatory, accreditation and auditing purposes.

  • Provide weekly and monthly reporting and training activity and evaluation, identifying trends and making recommendations to improve business results, as appropriate.

General

  • In addition to the duties and responsibilities listed, the jobholder is required to perform other duties assigned by the Line Manager from time to time and work on ad-hoc projects.

  • The job-holder is obliged to comply with Health and Safety procedures as outlined by PP H+S Policy.

  • The terms in this job description are subject to review from time to time by the Line Manager and HR.

  • To work consistently to the highest standards possible and take responsibility for personal development, learning and performance levels.

Desired Skills and Experience

Candidate Qualities:

  • Outstanding communication skills with proven ability to engage and influence stakeholders at all levels.

  • Strong commercial acumen and awareness, able to offer strategic solutions.

  • A fixation on the highest standards, and improving them thereafter.

  • Collaborative team-player and can work cross-functionally and networks well with other L+D functions.

  • Eagerness to exploit technology for efficiency and delegate experience benefits.

  • Practical, pragmatic with a solution focus and desire to provide great customer service to clients.

  • Highly organised and time efficient, deadline led.

  • Personally ambitious and achievement focused

  • Strong with Microsoft Office applications, especially PowerPoint and Word.

  • Thinks holistically about learning strategies, rather than training.

Experience:

Essential

  • A minimum of 4 years’ experience, designing and delivering programmes for both a non-managerial and population, including behavioural, functional and technical skills development

  • Evidence of implementing creative and ‘on brand’ development initiatives

  • Design and delivery of Organisational Development, e.g. Talent Management, Succession Planning and/or Change Management

  • Strong stake holder management and influencing skills

  • Previous line management experience

  • Experience of managing training suppliers, within a Retail multi-site organisation.

  • Experience of implementing and driving e-Learning solutions.

Desirable

  • Degree or equivalent.

  • Has spent time in a Retail Operations role in a multi-site environment

  • · Involved in driving development activity within competency-based frameworks

In February 2016, Paddy Power and Betfair merged to form one of the largest online betting operators in the world: Paddy Power Betfair plc. The merger propelled the enlarged group into the FTSE 50.

The Paddy Power brand boasts an international multi-channel betting and gaming group. The Paddy Power brand is widely seen as one of the most distinctive consumer brands in Europe. The Betfair brand is famous for Innovation. Betfair pioneered the betting exchange in 2000 – a product which altered the landscape of the sports betting industry.

Today, Paddy Power Betfair is a force to be reckoned with. We have a market-leading presence in the UK, Ireland, Australia and the USA, as well as a range of B2C and B2B operations across Europe.

Reference: 33987941

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