About Kingspan

Kingspan is People Passionate and we are committed to developing leaders, strengthening talent pipelines and growing the capabilities needed to support sustainable, responsible business growth. The Learning, Leadership and Talent Specialist translates Group priorities into practical learning, leadership development and talent solutions that are deployed through our Divisions.

The role combines programme design and delivery, talent management, learning systems and reporting, and the coordination of a global learning specialist community. It also partners with divisions on the people side of organisation transformation, helping leaders and employees build capability, navigate change and embed new ways of working.

The position reports to the Group Head of Leadership Development and works closely with the Early Careers Manager and the Group People Analytics Manager.

Working with business leaders, divisional HR teams, learning specialists, and external partners, the specialist takes ownership of agreed initiatives from needs analysis through implementation and evaluation. The role balances Group consistency with local business needs and brings fresh thinking to learning experiences, technology and ways of working.

About You

You bring demonstrated experience and a track record of successfully delivering employee learning initiatives in a complex, fast-paced environment and of owning end-to-end delivery. You combine technical understanding and commercial awareness with the ability to influence across a Group, build strong relationships and deliver on commitments. You are confident, self-driven and able to operate effectively when covering multiple responsibilities. As a key player you will be experienced in identifying risks early and driving practical solutions that protect quality, schedule and budget. You take ownership of outcomes and establish clear accountability.

Key Responsibilities

Learning and leadership development:

Partner with team members and senior leaders to identify capability priorities and translate Group strategy into practical development plans.
Design, deliver and improve blended learning programmes, pathways and resources aligned to business needs and workplace application.

Talent management and succession:

Support the Group Head of Leadership Development with annual talent reviews and succession planning, coordinating inputs, guidance, development actions and confidential information.
Maintain talent pools, tracking development needs, career interests and mobility opportunities.
Coordinate succession plans and development pathways with business and HR leaders.
Support talent onboarding, mentoring, cross-divisional opportunities, mobility and retention initiatives.
Partner with the Early Career Development Manager to monitor and develop the leadership and talent pipeline.

Programme delivery and operational excellence:

Establish quality standards and scalable delivery approaches with the Group Leadership Development team.
Coordinate end-to-end delivery and global rollout of learning and leadership programmes, including pilots and external providers.
Manage programme logistics, communications, registrations, materials, facilitator preparation, travel and virtual or in-person event support.
Maintain the global leadership development calendar, coordinating resources, facilitator availability and delivery requirements.
Manage programme budgets, invoicing, expenses and participant feedback.

Systems and digital learning:

Act as the team’s subject matter expert for learning and talent systems, including Workday, UKG, Success Factors, Corner Stone and others.
Support with the upgrade and utilisation of the global Career Portal and other systems in use.
Collaborate with divisions on the set up of their human resources information systems (HRIS) and learning management systems (LMS).
Maintain content, workflows and user guidance; resolve or escalate issues with system owners; and identify technology improvements that strengthen access, deployment, communication and efficiency.
Align learning processes and tools with the Group’s digitalisation agenda, testing new approaches with relevant stakeholders and sharing practical improvements across divisions.

Learning evaluation and business impact

Evaluate learning effectiveness, learner experience, capability development and workplace application.
Work with divisions to assess business impact, report outcomes and use feedback to continuously improve programmes.

Develop and grow the learning specialist community:

Act as the central point of contact for a cross-divisional learning community, connecting specialists and practitioners across businesses and regions.
Establish regular forums, shared agendas and resource hubs to encourage collaboration, knowledge sharing and reuse of learning materials.
Identify capability needs and coordinate peer learning, mentoring and development in learning design, facilitation, digital learning and evaluation.
Monitor engagement, participation and resource adoption, continuously improving community effectiveness.
Establish consistent systems and processes to ensure high-quality learning delivery.

Support the people side of organisation transformation:

Partner with divisional HR teams and transformation leads to assess and address people, skills and capability impacts of organisational change.
Support stakeholder mapping, readiness assessments, change communications, manager briefings and targeted reskilling.
Equip leaders with practical tools to communicate change, engage employees and support transitions.
Monitor readiness, adoption and feedback, identifying risks and agreeing follow-up actions while maintaining divisional ownership of change delivery.

Develop centralised training content to support the adoption of Group-wide priority initiatives.

Collaborate with initiative owners and subject matter experts to identify target audiences, learning needs and objectives.
Develop practical learning resources, including digital modules, facilitator guides, presentations, manager briefings and job aids.
Coordinate stakeholder reviews, pilot materials, gather feedback and refine content.
Publish approved resources, support divisional adaptation and translation, and brief learning specialists on delivery.
Maintain version control and continuously improve content using completion data, user feedback and adoption insights.

Maintain accurate learning and talent records

Produce regular dashboards and half-yearly and annual reports tracking programme delivery, divisional reach, attendance, participation, completion, learning hours, expenditure and talent measures.
Analyse data to identify trends, gaps and organisational changes, translating findings into clear insights, recommendations and follow-up actions for Group and divisional stakeholders.
Maintain consistent data definitions and quality checks, ensuring accurate reporting and compliance with agreed access controls and data protection requirements.

Skills and Experience

Degree in a relevant discipline, such as HR, psychology or business. Additional professional qualifications in coaching, job architecture and job design, competency frameworks, psychometrics amongst others.
Substantial relevant experience, spanning learning and development, leadership development and talent management, with a demonstrable ability to translate business priorities into effective development solutions. Equivalent depth and breadth of experience will also be considered.
Practical experience designing, coordinating and evaluating learning programmes, with strong facilitation and written communication skills.
Practical experience supporting talent reviews, succession planning and development pathways, together with an understanding of early-career programmes.
Strong stakeholder management and collaboration skills, including the ability to influence across divisions and work with business leaders, HR teams and external partners.
Strong project management skills, with the ability to manage multiple workstreams, learning events, resources, budgets and deadlines.
Confidence using learning and HR systems, maintaining data quality and producing clear reports and dashboards. Experience with Success Factors, SharePoint or comparable platforms is advantageous.
Ability to build practitioner networks, facilitate peer learning and create practical resources that can be reused across businesses.
Understanding of change management and the people implications of organisation transformation; experience supporting change, capability development or adoption initiatives is advantageous.
Knowledge of social media for employer-brand communication and graduate attraction, alongside a proactive, improvement-focused approach and sound judgement when handling confidential information.
Experience in a manufacturing environment is desirable, particularly in translating operational capability needs into practical learning and development solutions.

Core Competencies

Develops People: Identifies capability needs and creates practical development opportunities, equipping managers and learning specialists with tools and ongoing support.
Drives Results: Translates priorities into clear actions, delivers commitments and uses evidence to improve programme effectiveness.
Project Management: Plans and coordinates projects, resources, budgets and timelines, managing risks and dependencies to achieve agreed outcomes.
Manages Ambiguity and Complexity: Simplifies complex challenges, balances competing priorities and adapts plans as business and organisational needs evolve.
Relationship Management: Builds strong partnerships across Group and divisional teams, encourages collaboration and knowledge sharing, and secures stakeholder support for learning and talent initiatives.

Kingspan Group

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