Head of Curriculum and Learning Technology

Essential Criteria for Role holder

• An Industry related qualification such as Degree, HND, or NVQs or equivalent.

 Desirable Criteria

• A recognised L&D/Education, NPPV or CIPD qualification at Level 1 (or equivalent experience).
• Professional qualification in change management methodologies and the principles of project management.

Knowledge

• Leading Digital Learning Management Systems to manage Learning & Development projects in large & complex public bodies.
• Extensive corporate awareness of paradigms, theories and models that underpin effective adult learning, group behaviour and learning culture, for example behaviorism, cognitivism, constructivism, neuroscience.
• Management of current research and appropriate application of best practice to fit solutions, including the latest law enforcement & safeguarding learning practice, trends and emerging thinking.
• Positively incorporating diversity and inclusion into learning and development interventions and processes - researching and applying current best practice in this area.
• Extensive knowledge of the Met’s current curriculum and the process and standards associated with the Instructional Design approach to L&D (a.k.a. the L&D cycle).
• Experience to performance manage, review and sign off the final develop of the MPS wide curriculum.

Skills

• Highly efficient Senior Leadership interpersonal skills to build trust, respect and confidence through training partnership relationships by empowering team leaders to drive team output.
• Skilled negotiator capable of engaging and agreeing core-training requirements with chief officer and equivalent level stakeholders in informal and formal settings.
• Tactful Influence with management at all levels to collaborate and take responsibility for learning initiatives.

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Experience

• Significant HR Director level experience of large-scale corporate Human resources recruitment processes, including chairing panels, appeals processes, employment law and grievance & fairness at work procedures.
• Experience motivating mixed skilled departments at a corporate level to deliver a variety of organisation L&D outcomes adding value across organisations, through the digital incorporation of digital Learning Management Systems.
• Can build effective working relationships with senior business managers (using the language of the business), peers and other learning and development functions, together with relevant external organisations to deliver key business results.
• Ability to build insight into existing levels of capability against future requirements, identifying organisational skills gaps and risks.
• Highly skilled in the use of a range of techniques to obtain an initial brief from internal stakeholders, and oversee the investigation and analysis of training data to validate the need for a learning intervention.
• Ability to present a range of relevant and innovative training solutions, logically and with credibility, to influence and gain buy-in from senior stakeholders.
• Experience to lead collective and social learning by managers & staff by using innovative technological solutions.
• Influence management at all levels to collaborate and take responsibility for learning initiatives.
• Experience in governmental procurement and contract management for large scale and external stakeholder processes.

 Behaviours

• A senior role model for the learning and development profession, inspiring and galvanising others around learning solutions, ensuring that the best long term learning is embedded and delivers ambitious goals, outcomes and timelines
• Positively probing and inquiring to delve deeper into learning and development opportunities, options and solutions.
• A real desire to understand and experiment with new ideas and techniques, identifying areas for self and wider development and improvement.
• A trusted senior partner, acting with integrity and in accordance with Met values, ensuring that clients, partners and learners alike feel heard and are confident in their ability to deliver.
• Encourages all staff levels to be empowered to develop ideas, insights and solutions for defined business benefits.
• Personal resilience to manage competing priorities, ensuring that they deliver the outcomes of their work through co-design and a full understanding of the impact they have on others.
• The courage to hold a mirror up to the organisation when diagnosing solutions and skillfully navigates through organisational and personal politics.
• Tirelessly enables different departments or stakeholders effectively working together above their own corporate priorities.
• Absolutely responsive and flexible to changing internal and external environments and business needs.
• Commercially astute and business focussed, with an ability to provide corporate direction
• The ability to track & manage multiple large million pound budgets / contracts and meet public sector financial targets.

Communications and Working Relationships

The post holder must have exceptional Senior Leadership communication skills and have ability to build and maintain good working relationships across interdepending departments, during major project stabilisation phases.

Internal to the Met

• Reports to management boards on the overall Learning Operating Model HR long-term implementation phases and sets the corporate vision for the recruitment processes.
• Advising the Director of Learning & Development this leader will also be supporting the Commander Head of Training Services, Head of Initial Recruit Learning & L&D HQ Supt.
• Direct line management responsibility for middle managers, Police Officers & support staff in ‘Central Services’ departments.
• Executive liaison across the MPS to determine the training commitments required to deliver priority-learning outcomes on behalf of the relevant Head of Profession, specialism, or business area in support of MPS priorities. This could be at the scale of training consumption by the entire organisation on a particular priority (over 40,000 personnel) connected to a significant organisational risk that directly impact public confidence.
• MPS budget holders / auditors: On a regular basis, to steer, report and plan ‘Central Services’ financial performance.
• Commercial team: On an ad hoc basis to be fully appraised of pricing analysis, cost modelling and contract negotiations.

 External to the Met

• Build effective relationships and regularly liaise with key senior stakeholders and Heads of licencing bodies (such as College of Policing) to identify, establish and secure acceptable standards of training delivery.
• Continuous engagement with organisational change programmes to ensure resulting training needs are identified through the ongoing development of Learning & Development corporate services.
• Monitor developments in industry delivery standards to enable continual improvement within wider organisational constraints.