Learning and Development Manager

Lawson Chase ,
London, Greater London
More Details
Job Type: Full-time

Overview

Lawson Chase is working closely with a high-profile asset management firm, who are currently looking to hire a Learning and Development Manager to join their London-based team. The Role This is a key role in the firm’s HR team. Leading on the identification of training needs, working out how best to address them and monitoring the success of training and development interventions which ensure that people have the skills and qualifications to provide top-class client service and investment performance. The business expects a meticulous level of service fr0m HR and the role-holder should always have this front of mind, finding the balance between proactivity and reactivity. A close link with the business is essential and the role-holder should build a good understanding of priorities and what development is needed to support them. Making a positive contribution to team dynamics during a significant period of change, this post provides an opportunity to raise the profile of HR through training and development and demonstrate the importance of talent to business success and sustainability. Key Responsibilities Management and skills training. Work with business leaders and the rest of the HR team to support the roll out of the new competency framework in 2019. The framework already underpins the graduate recruitment and will bring about a significant upgrade in the broader recruitment process and practice. Assess the current management training provision and make changes where necessary to ensure that the firm has the skills to develop the most talented people in line with business priorities. This may encompass the full range from mentoring to coaching to skills courses and secondments. Ensure that the firm’s learning management system supports the training and development provision and works in a manner compliant with data protection legislation. Monitor spending on training and provide monthly management information to the firm on investment in training. Ensure that the right people receive the right training to improve their skills in the most appropriate format and at the right time, demonstrating a good return on investment. Work with business leaders and recruiters to design and develop a programme for early careers joiners ie school leavers and apprentices. Building on the success of Front Office and Research graduate recruitment programmes, ensure equally attractive and commercially-beneficial programmes operate in the Technology and Operations functions. Professional training and regulation Work with the firm’s Compliance team to take the lead in ensuring employees and partners across the world are fully compliant with regulatory requirements relating to their competency and professional standing. Ensure the relevant records are maintained, progress against objectives is tracked and actions taken to keep everyone in line. Ensure that the technology and processes assist in the accurate and seamless tracking of continuing professional development (CPD). Work with the Governance team to introduce the processes and training needed to ensure compliance with the SMCR requirements by December 2019. Liaise with the rest of the HR team and business leaders to ensure the right people are entered for the right exams at the right time for a smooth career progression along their chosen path. Ensure that personal knowledge and skill are commensurate/developed with those required to lead the firms Training and Competency scheme. Ensure that the Training and Competency schemes supports the business objectives at all levels and contributes to the development of all employees and partners. Ensure appropriate stakeholders have access to accurate Key Performance Indicators to demonstrate the necessary systems and controls are working appropriately and risks are managed in relation to Training and Competency. Provide guidance and appropriate support for the delivery of professional qualifications within the roles that sit within the scope of the Training and Competency scheme. Performance management and promotions process Work with business leaders and the HR team to ensure that the performance management programme reinforces a climate of excellent client service and high-quality performance across the firm. Advise on and lead the firm’s career development and succession management approach in line with business needs. This includes contributing to the annual potential partner appointment process. Skills & Experience Financial services learning and development experience Negotiation skills Previous experience of a digital learning management system and the opportunities it can bring Demonstrable ability to deliver training and facilitation as required Good network in the learning and development area of financial services would be an advantage. Service-minded Willingness to learn the regulatory side of learning and development in financial services Proactive and ‘can-do’, someone who collaborates and brings people along with them. Excellent organisational skills Professional integrity and emotional maturity Demonstrable ability to manage issues sensitively and confidentially Internally driven to produce excellent results Ability to introduce change sensitively and at an appropriate pace Ability to build credibility quickly in a business where intellect is valued very highly Excellent written and verbal communication ability

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