XClose

UCL Career Frameworks

Home
Menu

Learning and Development - grade 8

Example job roles: Learning Manager, Learning Portfolio Manager, Development Lead, Specialist Practitioner in Occupational Health

Level:    Advanced

Experiences

Activities and responsibilities likely to be required when working at this level

  • Ensure that learning interventions follow a planned training cycle within own area of activity in line with strategic objectives.
  • Conducting training needs analysis to assess knowledge and skills gaps. 
  • Generating ideas and contributing to the creation of plans and learning pathways to implement learning and development activities, including investigating market trends and identifying best practice in content (e.g. scoping project, researching and identifying providers).
  • Line manage direct report(s), leading by example for supporting personal and professional development.
  • Delivering learning interventions to respond to identified needs (e.g. running workshops, training, positive action projects, role modelling inclusive practice) - delegating and supervising projects tasks as needed.
  • Creating, co-creating and curating content with subject matter experts to meet learning needs.
  • Commissioning internal or external suppliers, and managing bespoke projects. 
  • Managing the administrative activity behind the delivery of training (e.g. maintaining accessible resource areas of information such as websites and handbooks).
  • Ensuring that the UCL Ways of Working and core behaviours are embedded within learning provision.
  • Promoting the adoption of learning and training opportunities to support and encourage best practice in the workplace (e.g. UCL campaign training).
  • Point of escalation for consistent non-compliance on mandatory training.
  • Dealing with and resolving issues relating to stakeholder feedback.
  • Key responsibility for budget management for projects.
  • Manage the evaluation process, acting on the data to guide and develop change and continuous improvement to training.

Personal and professional development

Development options to consider when working towards this level

On the job learning

  • Planning learning events so that they complement the strategic direction of your area’s activity.
  • Proactively manage budgets to support training events and programmes.
  • Develop ideas and solutions which support business problems or strategic aims of your area.
  • Interpret data, report and recommend training direction and solution to solve problem.
  • Proactively contribute and add to Continuous Professional Development log.
  • Develop systems and processes which ease the operational activities supporting training.

Learning from others  

  • Take opportunities to present and assist senior colleagues with developing their staff community.
  • Liaise with external/internal suppliers to develop proposals based on specific needs.
  • Take an active role in a Community of Practice. 
  • Seek out opportunities to join internal/external networks. 
  • Lead and be part of focus groups and contribute towards solutions for supporting practical learning.

Formal learning

  • Develop presentation and facilitation skills (e.g. through LinkedIn Learning).
  • Attend training around management development and having difficult conversations. 
  • Learn about influencing and negotiation through training courses or using LinkedIn Learning videos.

Transferable skills and competencies

UCL uses the Universal Competency Framework (UCF) to discuss transferable skills. Find out more details on the framework.

Leading and supervising

  • Providing direction and co-ordinating action.
  • Supervising and monitoring behaviour.
  • Coaching.
  • Delegating.
  • Empowering staff.
  • Motivating others.
  • Developing staff.
  • Identifying and recruiting talent.

Presenting and communicating information

  • Speaking fluently.
  • Explaining concepts and opinions.
  • Articulating key points of an argument. Presenting and public speaking.
  • Projecting credibility.
  • Responding to an audience.

Creating and innovating

  • Innovating.
  • Seeking and introducing change.

UCL Ways of Working

These describe expected behaviours in line with UCL culture and values.  For Ways of Working indicators and steps to development please refer to the Ways of Working website

Career Pathway roles are indicative and are not intended to be a description of the role in terms of responsibilty and duties.