Senior Organisational Development (OD) Advisor - L&D

Role is hybrid- please discuss at interview.

As the Senior OD Advisor L&D, you will play a pivotal role in fostering a culture of continuous learning and exceptional employee experience. You will drive the design and implementation of innovative learning strategies to align with our organisational goals and enhance employee growth and engagement.

Reports to Head of Talent, Performance, and Innovation

Direct Reports: OD Advisor (L&D)

Key Responsibilities

• Deep understanding of learning methodologies, performance consulting, and emerging trends in employee learning, including digital platforms and adaptive systems.
• Proven ability to influence senior leaders, translating L&D strategies into tangible business impact, with exceptional analytical skills to measure ROI.
• Working closely with other departments such as HR, operations, and IT to ensure a cohesive approach to employee development and organisational growth.
• Ensuring that our L&D offer supports and aligns with the company's culture, values, and incorporates our EDI principles.
• 10+ years of experience in L&D/OD roles within complex organisations, demonstrating a track record of driving impactful programmes. Progressive leadership in strategic roles in the past few years.

Required Skills

• Deep understanding of learning methodologies, performance consulting, and emerging trends in employee learning, including digital platforms and adaptive systems.
• Proven ability to influence senior leaders, translating L&D strategies into tangible business impact, with exceptional analytical skills to measure ROI.
• Working closely with other departments such as HR, operations, and IT to ensure a cohesive approach to employee development and organisational growth.
• Ensuring that our L&D offer supports and aligns with the company's culture, values, and incorporates our EDI principles.

Qualifications

Some education in HR, L&D or Organisational Development (OD), or a related field is desirable but not essential.

People and Service Management

• Role model the Westminster Way:
  • Demonstrate inclusive leadership
  • Take the lead in driving initiatives
  • Be proactive in being forward and outward looking, by regularly investing in own development.
• Driving forward performance by empowering staff to take the lead. Setting high standards, encouraging improvement and innovation. Supporting the team to achieve by adopting a coaching style of management
• Having regular employee led conversations to develop our people - creating a safe environment for learning, taking time to understand their strengths and motivations, stretching them and coaching them to achieve.
• Managing budgets responsibly - planning, monitoring and adapting budgets to respond to changing priorities.
• Delivering the Medium Term Plan
• Working within the democratic framework - understanding the democratic process and its role in public organisations, anticipating Member needs and responding to their feedback.

Corporate Standards

• Resources / Financial management - We expect you to manage delegated budgets, funding and resources in line with our processes and our Westminster Way
• Values and behaviours - Our values and behaviours are at the heart of everything we do. We expect you to work in this Westminster Way empowering, engaging and encouraging your teammates to deliver our corporate vision.
• Compliance - We expect you to ensure legal, regulatory and policy compliance in area of your specialism, identifying opportunities and risks and escalating/reporting where appropriate.
• Equality and diversity - We value equality and diversity as a city council and we want you to support and promote this in your day-to-day work.