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UCL Career Frameworks

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Learning and Development - grade 9

Example job roles: Head of function; Learning and Development, Workplace Health and Well-being

Level:    Senior

Experiences

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

  • Using Learning and Development to support organisational strategic priorities (e.g. department strategy, strategic operating plans).
  • Managing and directing L&D delivery at a departmental/faculty/ institutional level.
  • Defining the strategy, policy, governance and legal requirements for content creation.
  • Responsibility for leading innovation and new ways of thinking across L&D. 
  • Providing guidance and expertise on how to assess and prioritise objectives. 
  • Identifying, anticipating and addressing potential challenges and barriers to the implementation to the learning strategy.
  • Building good relationships and collaborations across stakeholder groups, influencing and consulting to ensure delivery of learning strategy goals. 
  • Leading and line-managing individuals/ team, setting objectives and reviewing progress and impact - demonstrating leadership for supporting personal and professional development;
  • ensuring that the UCL Ways of Working and core behaviours are embedded within learning provision. 
  • Managing physical and financial resources, including budgets and space. 
  • Building a credible reputation inside and outside of own area, and finding new ways to build on a culture of learning. 
  • Ensuring that learning is fair, accessible and reflects UCL’s principles and values. 
  • Engaging and influencing senior stakeholders and others to gain buy in for innovative approaches to people development.
  • Represent L&D on institution-wide projects.

Personal and professional development

Development options to consider when working towards this level

On the job learning

  • Develop processes and procedures which streamline and increase efficiency of operational training.
  • Work regularly with senior stakeholders in an “learning expert” capacity advising on learning solutions, providing practical ways to solve knowledge and skill problems.
  • Understand institutional priorities for learning at UCL and ensure that these are implemented in local areas.
  • Offer best practice solutions that are cost efficient and which lead in innovation.
  • Develop and facilitate senior management and leadership workshops.

Learning from others  

  • Work closely with senior management to develop learning strategies which support key business initiative.
  • Lead on high-profile learning events.
  • Collaborate across groups to ensure consensus and positive application of training/learning initiatives.
  • Lead projects devised in Communities of Practice.
  • Attend networking events and conferences across the sector such as the Staff Development Forum at Jisc.

Formal learning

  • Attend training on subjects such as presentation skills. 
  • Managing upwards.
  • Leadership development using LinkedIn Learning or open programmes from industry leaders.
  • Seek out 360 feedback to support development of impact and influence on stakeholders.

Transferable skills and competencies

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

Persuading and influencing

  • Making an impact.
  • Shaping conversations.
  • Appealing to emotions.
  • Promoting ideas.
  • Negotiating and gaining agreement.
  • Dealing with political issues.

Formulating strategies and concepts

  • Thinking broadly.
  • Approaching work strategically.
  • Setting and developing strategy.
  • Visioning.

Deciding and initiating action

  • Making decisions.
  • Taking responsibility.
  • Acting with Confidence.
  • Acting on own initiative.
  • Taking action.
  • Taking calculated risks.

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.