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Director of Training, Learning and Organisational Development
2 months ago
The Director of Training, Learning and Organisational Development holds primary responsibility for the strategic leadership and overall management of the Police Service of Northern Ireland’s training, learning and organisational development function. The role holder will also drive the design, development and delivery of a progressive Learning and Development Strategy that optimises capacity and meets the operational needs of the organisation.
- Driving the design, development and delivery of the Learning and Development Strategy, in alignment with the Policing Plan and People Strategy, which ensures positive outcomes for learners, quality provision and enables a learning culture across the Police Service of Northern Ireland.
- Developing and implementing a framework for organisational development that assists strategic service re-design and reform, continuous improvement and ensures that the Police Service of Northern Ireland has the capacity and capabilities required for programmes of cultural change.
- Leading and continuously developing a high performing, professional and multi-disciplinary training, learning and organisational development function that adds value to the effective operation of the organisation whilst ensuring that all learning and development standards, outcomes and accreditations are measured and maintained.
- Liaising closely with the Service Executive Team as a subject matter expert in providing advice, insight, and recommendations regarding all matters relating to training, learning and organisational development.
- Implementing an effective operational delivery model that allows effective use of resources and represents value for money whilst meeting strategic Learning and Development objectives.
- Overseeing the delivery of varied curriculums, which are continuously refreshed and improved, based on service need and best practice.
- Identifying the core strategic learning and development priorities within the Police Service of Northern Ireland and leading on the development of programmes to address emerging requirements.
- Ensuring the appropriate positioning of learning and development within the employee lifecycle of induction, initial training and in-role, promotion and future role development.
- Reflecting an understanding of the complex organisational context and operating environment in developing programmes for delivery that are shaped through engaging and partnering with internal and external stakeholders.
- Ensuring an evidence-based practice approach to the design and delivery of training, learning and organisational development that incorporates the informed voices, lived experiences and diverse perspectives of internal police officers and police staff and the wider community.
- Equipping police officers and police staff with the essential developmental and capability skills they need to fulfil their roles to a high standard with confidence and in line with the organisational commitment of ‘we care, we listen, we act’.
- Embedding a culture of life-long learning and continuous professional development across the organisation, leveraging leading best practice to position the Police Service of Northern Ireland as a high-impact learning organisation.
- Ensuring that training, learning and organisational development requirements are fully integrated within organisational change and talent management programmes.
- Working collaboratively with other internal functional leads to implement organisational strategies and co-ordinate specific specialist skills training aimed to address the perpetual learning gap.
- Enabling person-centred training and accessible learning programmes with supporting investment in associated digital infrastructure and inclusion by design.
- Understanding the emerging and critical skills required by an agile and flexible, modern workforce and introducing development opportunities accordingly.
- Ensuring the quality assurance, evaluation and continuous improvement of the training, learning and organisational development function, and overseeing all associated governance and risk management arrangements.
- Reporting to external oversight bodies, such as Northern Ireland Policing Board and Her Majesty’s Inspectorate of Constabulary and Fire and Rescue Services, on training, learning and organisational development performance indicators and associated strategic issues.
- Horizon scanning and benchmarking with senior external stakeholders and professional bodies to keep abreast of national developments, share best practice and influence national policing standards and direction.
- Maintaining an understanding of the Police Service of Northern Ireland’s Standard Operating Model and Service Management Statement and the influence that service priorities and internal and external factors will have on the design and delivery of the training, learning and organisational development function.
- Responding to and implementing recommendations arising from audits and inspections of the training, learning and organisational development function carried out by oversight bodies.
- Ensuring that all approved projects have a strong business rationale, based on cost-benefit, and operate within agreed resources including budgets.
- Setting, managing and reporting on the performance and continuous improvement objectives of the training, learning and organisational development function.
- Setting performance objectives, holding staff accountable and taking appropriate corrective action where necessary to ensure effective service delivery.
- Budget and Resources
- The Director of Training, Learning and Organisational Development has responsibility for the management of the overall Police Service of Northern Ireland’s training, learning and organisational development budget ensuring that all financial targets are met. The role holder has authority to influence spend and must comply with government accounting rules, including the preparation of business cases and driving value for money.
- The Director of Training, Learning and Organisational Development has full autonomy for ensuring that all resources (human and financial) are appropriately directed to meet operational demand across eight training sites and to achieve departmental objectives and targets.
