Learning & Development Partner
# Learning & Development Partner **Tuath Housing** · Dublin, County Dublin · `On-site` 🕒 **Статус:** *Опубликовано: сегодня* · *Источник: Indeed* --- ### About the Role Job Title: Learning & Development Partner Location: Dublin Contract: Full Time/ Permanent Hours: 37 Hours Per Week Reporting To: Chief People Officer About Us: Tuath Housing ("Tuath") has provided safe, secure, and affordable housing since 2006. A lot has changed over the years, but our values remain the same. In partnership with key stakeholders, our main focus is on delivering more quality homes to more people and providing an outstanding Customer experience to over 39,000 residents. Working with Tuath is different because we make a difference. We maintain and develop our team of dedicated, motivated, and authentic people through focused training and career development. Our People and Culture: Tuath is accredited with the Silver Award from Investors for Diversity and are committed to promoting a diverse and respectful workplace reflective of all cultures, nationalities, backgrounds, genders, members of the LGBTQ+ community and people from traditionally marginalised backgrounds. Tuath is committed to embedding environmental, social and governance (ESG) considerations into every aspect of the business, and to implementing a business plan that emphasizes social responsibility throughout our operations. We believe in the importance and value of working in partnership with our stakeholders to deliver more homes to more people, creating communities across the country. As Tuath continues to grow, the role will help ensure that our people practices, management capability and organisational structures develop at the same pace as the organisation. If you are driven to make a difference and believe that everybody needs a home, Tuath is waiting to hear from you. Position Summary: To design, deliver and embed practical learning and capability solutions that improve manager effectiveness, onboarding quality, performance enablement, employee development, and organisational capability across Tuath. The role acts as the specialist lead for learning and capability development, translating organisational priorities, employee feedback, performance insights and workforce needs into structured learning programmes, practical tools, and measurable development interventions. The role is intended to build learning infrastructure where capability is currently limited and to support a consistent organisation-wide approach to manager development, onboarding, performance support, graduate development, and career pathways. This role will also support the responsible use of AI-enabled learning tools to improve the efficiency, accessibility, and personalisation of learning content, while ensuring appropriate governance, quality control and data protection standards are maintained. Key areas of responsibility Learning programme design and delivery Design, develop, deliver, and evaluate practical learning programmes aligned to organisational need. Create structured learning materials, facilitator guides, manager toolkits, and participant resources. Personally facilitate workshops, training sessions and structured learning interventions for managers and employees. Ensure learning content is practical, accessible, and capable of being applied in day-to-day manager and employee practice. Blend face-to-face workshops, digital micro-learning, peer learning, coaching approaches, and practical workplace assignments. Management and leadership development Design and implement Tuath's Management Essentials Programme for people managers. Develop practical manager training modules covering core people management responsibilities. Facilitate manager workshops on topics such as probation, performance, feedback, absence, engagement, communication, and team development. Support leadership development activity linked to organisational priorities and manager capability gaps. Provide practical tools and resources that improve manager confidence, consistency, and accountability. Digital Learning and Innovation Use appropriate digital tools to support learning needs analysis, content development, learning pathways, manager resources and evaluation. Develop practical and accessible digital and micro-learning resources that can be used across a multi-site organisation. Ensure all learning materials are accurate, inclusive, relevant and aligned with Tuath's policies and values. Identify opportunities to improve the accessibility, consistency and reach of learning through digital approaches. Use AI-enabled tools selectively and responsibly where they provide a clear benefit, with appropriate quality control, confidentiality and data protection safeguards. Onboarding, probation, and core learning journeys Design and own the organisation-wide onboarding and probation learning framework. Develop structured new-starter, new-manager, and probation support materials. Create role-based learning journeys for employees moving into new or expanded responsibilities. Ensure onboarding and probation learning supports consistency, clarity, and early performance expectations. Performance enablement and career development Support performance enablement through learning interventions linked to the performance cycle. Use performance cycle insight, employee feedback, and manager feedback to identify development priorities. Support the development of career pathways and internal mobility initiatives. Create practical resources to support employee development, career conversations, and progression planning. Graduate programme and emerging talent Design and implement a structured Graduate Programme. Develop a graduate learning pathway, rotation support model, and programme calendar. Support graduate development, manager guidance, progress tracking, and programme evaluation. Link graduate development to succession planning and future workforce needs. Learning data, evaluation, and reporting Use employee survey results, learning feedback, performance cycle data, and HR reporting to identify learning needs. Measure and evaluate L&D effectiveness using robust evaluation methods. Use AI-supported analysis tools where appropriate to identify trends in learning feedback, capability gaps, and programme effectiveness. Report on learning activity, participation, feedback, capability outcomes, and improvement actions. Recommend changes to learning priorities based on evidence, feedback, and organisational need. HR operations and programme administration Work with HR Operations to ensure accurate programme tracking, reporting, and learning records. Lead cross-functional People projects from initial scoping through to implementation, communication, evaluation and continuous improvement. Support employee survey activity, performance administration, and learning programme coordination where relevant. Ensure learning activity is properly documented, scheduled, communicated, tracked, and evaluated. Agree clear annual priorities and measures of success with the Chief People Officer. Monitor the impact of interventions and use evidence to refine priorities and improve outcomes. Manage external learning providers and consultants where required, ensuring quality, value for money and alignment with organisational priorities. Contribute to annual learning planning and budget management, prioritising investment according to organisational need and expected impact. Skills Framework & Future Capability Develop an organisation-wide approach to identifying current and future skills requirements. Work with leaders and the People Business Partner to identify capability gaps arising from growth, workforce planning, new ways of working and organisational change. Support the development of practical role, skills and capability frameworks where these will improve workforce planning, recruitment, development and career progression. Requirements Essential 5+ years of progressive Learning & Development, Organisational Development, Talent Development or People Capability experience, including recent hands-on delivery experience. Demonstrated experience personally designing, facilitating, and evaluating management, leadership, or organisational capability workshops. Experience designing and implementing structured learning programmes from concept through to delivery. Experience developing learning materials, facilitator guides, participant resources, manager toolkits, or programme content. Experience supporting manager development, employee development, or organisational capability-building. Experience using feedback, survey data, performance insight, or other people data to identify development needs. Experience collaborating with stakeholders to translate business requirements into practical learning activity. Experience coordinating learning programmes, tracking progress and reporting outcomes. Working knowledge of digital learning approaches and the ability to use AI-enabled tools appropriately to support learning design, content development, or learning evaluation. Highly Desirable Experience designing a manager development curriculum. Experience developing onboarding or probation learning frameworks. Experience designing or supporting graduate, internship, apprenticeship, or emerging talent programmes. Experience evaluating learning effectiveness using structured evaluation models. Experience using learning systems, HR systems, programme trackers, or digital learning tools. Experience in capability frameworks, career pathways, or organisational development. Qualifications Essential A relevant degree-level qualification, professional qualification or demonstrable equivalent experience in the relevant specialist area. Evidence of continuing professional development relevant to Learning & Development, organisational capability, adult learning, digital learning, or people development. Highly Desirable CIPD qualification or professional membership. Learning & Development Institute membership or equivalent professional accreditation. Formal training delivery qualification, such as QQI Level 6 Training and Development or equivalent. Qualification or certificate in instructional design, digital learning, adult education, or technology-enhanced learning. Coaching qualification or accredited coaching training. Formal training or certification in AI-enabled learning design, digital learning, learning technologies, or responsible AI use in workplace learning. Year One Priorities Establish Tuath's core learning and capability framework; launch the Management essentials Programme; strengthen onboarding and probation learning; define the approach to graduate development and career pathways; and introduce meaningful measures of learning application and organisational impact. Terms and Conditions of Employment Salary Scale: €60,000 - €65,000 experience dependent. Probation: a probationary period of six months will apply Selection will involve a short listing of applicants for interview based on the criteria for the position as outlined in this job description and person specification.
Наблюдалась 2026-09-30, впервые 2026-09-30, источник — Indeed.