Head of Learning and Development

We are hiring for a Head of Learning & Development (L&D) on a 12 month Fixed Term Contract basis, to cover maternity leave.

As the Head of L&D you will be responsible for the development and implementation of c2c's Learning, Development and Training strategy in line with the HR strategy, budget and franchise commitments as well as annual business plans, KPIs and annual activity plans.

This role plays a critical part in enhancing the skills, knowledge, and competencies of our employees, ensuring they are equipped to deliver exceptional service to our passengers.

The Head of Learning and Development will also oversee colleague engagement and retention by leading career development, succession planning, talent management, management and leadership development and professional development initiatives (amongst others) that help to make c2c a great place to work.

Key Accountabilities

Learning and Development Strategy:

• Develop and execute a comprehensive learning and development strategy aligned with the company’s goals and objectives.
• Identify training needs, design relevant programs, and evaluate their effectiveness.
• Develop an effective learning culture where staff actively participate in training activity and allocate adequate time to upskill themselves and their teams.
• Build and create robust methods for tracking, reporting, evaluating and analysing performance of the L&D function and the effectiveness of the programmes it delivers.
• Foster a culture of continuous improvement within the L&D function to ensure processes and practices are continually reviewed and lessons learned lead to change and best practice.
• Leads on ROI, utilising results measured through business KPIs demonstrating the impact of training, learning and development on performance and cost efficiency.

Training Programs:

• Oversee the delivery planned programmes of management and leadership development activity to ensure c2c has effective, high-quality and stable leadership at all levels of the organisation.
• Collaborate with department heads and subject matter experts to create and deliver training programs using a range of methods including in person training, LMS e-learning, webinars or online activities.
• Ensure training materials are engaging, relevant, and up-to-date.
• Oversee the implementation of training initiatives, including onboarding, technical skills, non technical skills, safety, and leadership development.

Talent Management:

• Leads on the talent strategy for c2c and supports progression of the associated tools and action plans to positively influence engagement and succession.
• Design and manage the performance appraisal process for all employees.
• Ensure appraisals are fair, consistent, and contribute to employee growth
• Embed a robust performance management framework aligning individual objectives to business plan, core values and behaviours, to ensure performance management is embedded into the organisation.
• Responsible for early career development initiatives and the management of high potentials, young people and ensures c2c gets best leverage from the apprenticeship levy.

Competency Frameworks:

• Use competency frameworks to guide recruitment, training, and career development decisions.
• Develop and maintain competency frameworks for various roles within the company.
• Define the required competencies for each position, including technical, behavioural, and leadership skills.

Learning Technology:

• Leads an innovative range of blended learning and development interventions for all groups of employees that are aligned with achievement of the c2c business plans and objectives.
• Leverage technology to enhance learning experiences and track employee progress.

Support the Safety, Environment and Sustainability Director in creating interactive Safety brief videos.

Budget Management:

• Prepare and manage the learning and development budget.
• Utilise Apprenticeship Levy funds effectively to upskill the workforce.
• Explore opportunities to create revenue generating L&D activities.

Stakeholder Engagement:

• Act as c2c’s representative for external training bodies and forums, continually benchmarking c2c’s training policies with others in and outside the Rail Industry, identifying best practice, partnering and funding opportunities.
• Work with senior leadership, HR, and department heads to align learning initiatives with business needs.
• Manage third-party relationships and contract negotiations with external stakeholders and providers to ensure effective use of resources
• Deliver ad hoc training courses internally.
• Collaborate with Heads of at the monthly Portfolio Board, presenting new ideas for investment to the group for their sponsorship.
• Work closely with other HR members to ensure L&D initiatives are reflective of our culture and people policies..

Line Management

• Management of the L&D co-ordinator and L&D Manager, setting clear objectives and supporting their development.
• Lead and coach the Learning and Development team to ensure it is high-performing and value adding through effective induction, training, development, performance management and leadership of all members of the team

Experience, knowledge and qualifications required

Proven experience in learning and development, preferably within the transportation or railway industry.

Strong knowledge of competency-based learning and performance appraisal systems.

Excellent communication, leadership, and project management skills.

Familiarity with learning management systems (LMS) and e-learning platforms.

Certification in training and development (e.g., CPLP, CIPD) is a plus

Train the trainer qualification desirable