Reporting to the Senior People Business Partner, the Learning and Apprenticeship Manager is a brand-new role to TPXimpact, created to bring structure, credibility and measurable value to how we develop our people.
This is as much a builder role as it is a manager role. You'll take the lead on making the organisation genuinely apprenticeship-ready: owning the levy, selecting the right training providers and mapping our existing learning content against recognised accreditation so that every course we run counts towards something bigger. Done well, this turns our L&D offer into a real differentiator, a reason people choose to join us, and stay.
You'll also own the practical, day-to-day moments that shape someone's experience of the business, from a well-run induction, to guiding our people to self-serve through intranet content, to a training request that gets a thoughtful response, working with the business to co-create great learning opportunities. This includes our key staples like being brilliant consultants, and leadership essentials to triaging and prioritising a busy inbox, and equally comfortable sitting across the table from a training provider negotiating terms, or presenting levy spend to Finance.
This role suits someone who has worked in L&D, organisational development, and apprenticeships, ideally in a professional services. You’ll take full ownership of the agenda, building the strategy as much as delivering it. Building capability & development ensuring our people do more than deliver great work. They help clients build the confidence and capability to sustain real change long after we have gone.
Responsibilities
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Own the L&D inbox and act as the first point of contact for all requests for training and development, triaging queries. Act, where necessary, as admin conduit between various stakeholders to ensure that the right people get to the right training, in the best learning environment with the right tools and support.
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Responsible for directing managers and employees to the right capability development solution. Whether that's an internal, external, digital or blended solution, even where not delivering the intervention yourself - you will be the expert go-to person to help build capability for teams and individuals.
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Run an annual Training Needs Analysis, in conjunction with the communities of practice to review organisation skills gaps and create the relevant action plan to close capability gaps. With particular support on our consulting skills & progression frameworks.
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Map and audit all existing learning content and pathways across the business, and work with providers/awarding bodies to get as much of it formally accredited as possible — turning our learning offer into a genuine, marketable USP for employees and associates.
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Review the use and need of a Learning Management System (or equivalent digital learning platform), keeping content current, easy to find, and aligned to clear career and skills pathways, working with the relevant stakeholders to sign off appropriate business cases.
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Make the organisation apprenticeship-ready: own the apprenticeship levy end-to-end, including forecasting spend, maximising usage before funds expire, and exploring the use of apprentices as our wider social value story.
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Use the apprenticeship competencies as an overlay to the progression framework to support technical development of our teams, working in partnership with our communities of practice to co-create the relevant interventions to development progression pathways.
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Research, select and manage relationships with apprenticeship and training providers, holding them to account on quality, delivery and value for money, based on the relevant capability requirements.
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Track and report L&D and apprenticeship KPIs, incl levy utilisation, completion rates, provider performance, employee engagement with learning and return on investment to the leadership team.
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Collaborate with the Talent Team and Central Ops team to successfully onboard new joiners. Building on the current induction process, preparing and run in-person company inductions, ensuring every new starter gets a consistent, well-organised and engaging welcome that covers culture, compliance and the practical basics from day one
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Coach and equip line managers to have good development conversations and build a genuine culture of continuous learning in their teams. Providing the pastoral care for employees where necessary, and supporting the Safeguarding Lead in the business for any regulatory requirements, legislative changes and employee support groups requests.
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Manage CPD logging and renewal support for employees in professionally regulated roles.
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Own the internal marketing of the L&D and apprenticeship offer; building a clear, appealing 'learning brand' internally so people actually know what's available and use it.
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Ensuring the efficiency and integrity of the data for Learning and apprenticeship, including maintaining accurate processing to regular data cleanse activities, and supporting with company audits