Position: Learning & Development Business Partner
Reporting to: Chief People Officer
Based: National
Temporary : 6 months fixed term contract
The Learning & Development Business Partner will be responsible for designing and delivering a company-wide development strategy that supports business growth, builds capability, strengthens leadership, and drives employee engagement.
This is a strategic and operational role — balancing hands-on delivery with long-term capability planning.
You will act as a trusted partner to leaders, ensuring our people processes enable high performance and reflect our values.
Key duties and responsibilities:
Learning & Development Strategy
- Develop and implement a company-wide L&D strategy aligned to business goals
- Identify capability gaps across Retail, Distribution, and Head Office
- Design structured development pathways for:
- Store teams
- Warehouse & logistics teams
- Customer care
- Head office functions
- Future leaders
- Manage and optimise the learning budget
- Introduce blended learning solutions (digital, workshops, on-the-job learning)
Induction & Onboarding
- Design and deliver a best-in-class onboarding experience across all functions
- Standardise induction programmes for:
- Retail colleagues
- Distribution teams
- Office-based roles
- Ensure new starters are performance-ready and culturally aligned
- Implement 30/60/90-day onboarding frameworks
- Measure onboarding effectiveness and retention impact
Performance & Development Framework
- Own and evolve the company’s performance review process
- Design a simple, clear, and values-driven appraisal framework
- Train managers to conduct high-quality performance and development conversations
- Embed objective setting (KPIs aligned to business strategy)
- Support succession planning and talent mapping
- Introduce individual development plans (IDPs) across the business
Leadership Development
- Create a structured leadership programme for:
- Store Managers
- Regional Managers
- Distribution leaders
- Emerging talent
- Coach managers on feedback, coaching, and engagement
- Support cultural alignment and values-based leadership
Employee Engagement & Culture
- Lead annual engagement surveys and pulse surveys
- Analyse engagement data and build action plans with leadership teams
- Drive engagement initiatives that support retention and morale
- Partner with HR on recognition programmes
- Support wellbeing initiatives and learning campaigns
- Champion inclusive and values-led behaviours
Systems & Reporting
- Manage the Learning Management System (LMS)
- Track training completion and impact metrics
- Report on:
- Engagement scores
- Development uptake
- Internal promotion rates
- Retention trends
- Use data to drive continuous improvement
