Job Description

Learning & Development - Training Executive Roles & Responsibilities: Identify training and development needs within an organisation through job analysis, appraisal schemes and regular consultation with business managers and human resources departments Design and expand training and development programmes based on the needs of the organisation and the individual Deliver effective induction programmes for new staff Monitor and review the progress of trainees through questionnaires and discussions with managers Create and/or deliver a range of training using classroom, online and blended learning Seek and gather information from management, employees and other departments regarding the effectiveness of completed training courses and constantly seek to improve Seek and gather information from management, employees and other departments regarding the effectiveness of completed training courses and constantly seek to improve Manage the delivery of training and development programmes Research curriculum actively and remain up to date on developments within the industry and competitors Assist in planning, creating and implementing Induction for new joiners every week Ability to effectively organize and manage multiple training initiatives simultaneously Facilitate EQI Induction end to end acting as a backup liaising with all the key stakeholder, scheduling the induction, blocking the participants calendar and closely keeping track of the participants attendance and feedback. Acts as an SME in LMS in terms of Query Management, Admin activities, course mapping, completion reports management. Creates mailers and collaterals for internal initiatives. We are committed to equality of opportunity for all staff and applications from individuals are encouraged regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships. Please note any offer ofemploymentis subject to satisfactory pre-employment screening checks.

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