Learning & Organisational Development Manager
Purpose of the Role
The L&OD Manager is a true specialist position with responsibility to work across all functions and at all levels within the agency to craft the most appropriate and impactful development initiatives that benefit performance and engagement.
The London HR team provides services across the agency’s international network, supporting Europe & the Middle East; South Asia; Asia Pacific; and Latin America. The London office is the priority, but the L&OD Manager needs to ensure that anything developed is scalable and will resonate with our offices across the international network.
Through the roll out of these development initiatives, the L&OD Manager should be at the centre of instilling a learning culture throughout the agency.
Media Arts Lab has a wide range of eager employees ready to embark on their learning and development journey.
• Contribute to the development and implementation of annual HR strategic plans, bringing learning and organisational development thinking to the fore. Ensure that organisational development initiatives are appropriately integrated and aligned with the agency’s strategic planning, such that our offering becomes the foundation upon which a learning culture is built.
• Bring new thinking, theory and tools. Add a new perspective to the agency’s L&OD activities - ensure that cornerstone L&OD activities are appropriately installed but adopt a progressive and innovate approach to how learning could be rolled out across the agency.
• Analyse employee feedback and performance review data and thereafter, identify training needs across the agency. Collate, prioritise and determine areas of focus that align with agency priorities. Utilise L&OD activities to not only drive performance improvement but encourage greater employee engagement and motivation, with career progression as the backdrop.
• Design and deliver in-house learning courses and workshops, as well as developing learning-based processes and touch-points at appropriate stages along the employee life cycle.
• Ensure that any training or development related activities live on beyond an employee simply attending a course - nothing learned should be a one-hit and then dissipate as soon as the employee returns to her/his day-to-day role and responsibilities.
• Find a balance between learning initiatives that develop core behavioural skills and those which focus on improving the functional capabilities needed within respective departments. Parter with key departmental stakeholders and leaders to focus on functional competencies that make our staff truly better in their roles.
• Grade development activities against seniority and positions within the agency. Take note of priority functions (creative and planning) and priority staff who are key to the agency’s ongoing success or who have been identified as potential future leaders by the succession planning process.
• Source new partnership with training providers, where appropriate and within financial considerations, who can add a level of expertise or greater credibility depending on the learning aims or the audience. For executive leadership, develop relationships with best-in-class training providers to ensure that our offering is bespoke, targeted and of the highest calibre.
• Develop and implement coaching and mentoring capabilities within the agency’s L&OD offering. Champion the benefits of coaching and be personally responsible for providing a level of coaching to key individuals within the agency, bearing in mind when to bring in external coaches, as necessary.
• Work with line managers to draw up appropriate development plans for individuals or specific teams on a case-by-case basis.
• Own the relationship with IPA in the UK, ensuring that the agency is meeting the Continuous Professional Development standards as set forth in under the IPA’s accreditation scheme. Beyond accreditation, work to create a meaningful partnership with the IPA so the agency is able to benefit from readily available industry-specific resources and training.
• Analyse and report back on the effectiveness of training activities.
• Partner with the LA Talent Development team, sharing ideas and utilising them as a resource to imbue international learning activities with holistic MAL thinking. Review, adapt and roll out the Labs Programme for international offices.
• In partnership with the finance team, manage the learning budget.
• Work with the HR Assistant to obtain support for executing L&OD activities. Help to mentor and grow the HR Assistant from an L&OD perspective, exposing her to a different HR specialism as she continues her generalist development.
• Contribute to cultural activities in the London office, bringing suggestions that come from a learning underpinning. Reignite the MAL Fuel offering and encourage its use for broader learning activities.
• Undertake ad-hoc duties/ project work, on a permanent or temporary basis, as directed, that may sit outside of the Key Responsibilities detailed above but that is broadly and reasonably in-keeping with the remit of the L&OD Manager role.
• An experienced L&OD practitioner. Someone who can demonstrate their expertise and make the agency feel confident in her/his ability and skill set from day one.
• Someone with a genuine passion, energy and enthusiasm for helping people to develop and improve themselves.
• Has a coaching mentality and style when engaging employees at all levels.
• A confident, articulate and engaging communicator and presenter. Someone who has experience of developing and hosting learning sessions and who is extremely conscientious in the preparation and delivery that goes into each session.
• Someone adept at proactively identifying opportunities to enhance our development offering.
• A pragmatic, project management and problem-solver approach, with a proven ability to successfully execute against planned activities.
• Experience of vendor management and commercial agreements.
• Experience of coaching at all levels. A recognised coaching qualification is highly desirable but there is an opportunity to gain this qualification via agency sponsorship for those without.
• An independent character who has the confidence to autonomously deliver the day-to-day role but who is unafraid to ask for guidance when the circumstances require.
• The ability to develop and maintain meaningful and trusted relationships with senior members of the agency.
• Advertising experience or a media background in general is a positive, as is any relevant L&OD-based certification.
• The ability to work flexibly and travel to our international offices on an ad-hoc basis to facilitate learning sessions to the network.
• Possesses a sensitivity to different cultures, languages, communication styles and business practices.
TBWA\Media Arts Lab is an Equal Opportunities Employer. Without inclusion, we won’t be diverse.
Diversity brings a richness which we believe enables innovation and creativity. Media Arts Lab is committed to maintaining an open, welcoming and inclusive culture which allows everybody to bring their whole selves to the workplace and simply be who they are at all times.
We encourage the best and brightest from all walks of life to apply.
Your race, colour, ancestry, religion, gender, gender identity, national origin, sexual orientation, age, marital status, disability or veteran status have no bearing on our hiring decisions. If you have a disability or special need that requires accommodation, please let us know.
Full Time - Competitive
Media Arts Lab London
In 1984, TBWA helped launch Apple’s first Macintosh personal computer with the iconic “1984” commercial. In 1997, TBWA once again disrupted traditional advertising with the “Think Different” campaign. As the Apple brand grew, the need for a confidential, creative incubator with a dedicated team focused solely on game-changing work became more evident.
In 2006, TBWA\Media Arts Lab was born. Today, Media Arts Lab has seven dedicated global offices and 20 network offices around the world.