Manager, People Development - Oldbury

About Crowe

Crowe is a leading national audit, tax, advisory and consulting firm with global reach and local expertise. We are an independent member of Crowe Global, one of the top 10 accounting networks in the world, with access to more than 40,000 people in over 140+ countries and across more than 800+ offices globally.

Our vision is to be recognised as essential to the future success of our clients by helping them to answer tomorrow’s questions and make smart decisions that have lasting value through the highest quality audit, tax, advisory and consulting services.

Crowe is where talented people can realise their potential, are successful and enjoy what they do by making a positive difference to our clients, communities and each other.

At Crowe, our aim is to create a community where regardless of gender, identity, sexuality, race, ethnicity, education or background, everyone is valued, can flourish and achieve their full potential.

The People Development Manager is responsible for overseeing the development and implementation of learning and development strategies. This role includes leading the L&D administration and operations team to ensure efficient delivery of training programs and development initiatives. The ideal candidate will have a background in professional services, excellent leadership skills, and a passion for people development.

Purpose of the role:

The People Development Manager is responsible for designing, implementing, and managing learning and development programmes that enhance skills, performance, and career growth. The role supports early careers, technical and technology training, and management and leadership programmes. It is also responsible for ensuring compliance with relevant regulations and maintaining high-quality standards in all training and development initiatives.

Reporting to the Head of Learning and Development and acting as a consultant to our managers, directors, and partners, the People Development Manager role is focused on fostering a culture of continuous learning and development to ensure we are supporting our people at all levels, from our trainees to future leaders, to achieve their personal career goals and the firm’s objectives.

Key Responsibilities:

Leadership and Team Management:

• Lead and manage the L&D admin and operations team, providing guidance, support, and professional development opportunities.
• Foster a collaborative and high-performance team culture.

Learning and Development Strategy:

• Develop and implement comprehensive L&D strategies aligned with organisational goals.
• Conduct needs assessments to identify skill gaps and training requirements across the organisation.

Stakeholder Collaboration:

• Work closely with department heads and senior management to align L&D initiatives with business objectives.

Program Design and Delivery:

• Design, develop, and deliver engaging training programs, workshops, and e-learning modules.
• Ensure training programs are effective, up-to-date, and aligned with industry best practices.

Operational Management:

• Oversee the administration of L&D programs, including scheduling, logistics, and resource allocation.
• Manage the L&D budget, ensuring cost-effective use of resources.

Compliance:

• Ensure all training programmes comply with current standards and regulations.
• Stay updated on changes in industry standards to ensure learning and development content remains compliant.

Assurance and evaluation:

• Implement quality control measures to ensure the effectiveness of training programs.
• Evaluate the effectiveness of training programs through feedback, assessments, and performance metrics.
• Continuously improve L&D initiatives based on evaluation results and emerging trends.

Career Development:

• Create and manage career development plans for everyone.
• Supports succession planning process to identify and develop future leaders.

Employee Engagement:

• Foster a positive learning environment that encourages employee engagement and retention.

Resource Management:

• Manage the budget for training and development programs.
• Coordinate with external training providers and ensure cost-effective use of resources.

Technology and Innovation:

• Leverage technology to enhance the delivery and accessibility of training programs.
• Stay informed about the latest trends and innovations in L&D.

Qualifications:

• Minimum of 5 years of experience in learning and development, with at least 2 years in a leadership role.
• Proven experience in designing and delivering training programs.
• Strong project management and organisational skills.
• Excellent communication and interpersonal skills.
• Proficiency in Learning Management Systems (LMS) and other relevant software.
• Certification in L&D (e.g. CIPD) would be preferred, but not essential.

Key Competencies:

Leadership: Ability to inspire and motivate people to achieve their full potential.

Strategic Thinking: Align development initiatives with organisational goals.

Adaptability: Flexibility to adjust programmes based on changing business needs.

Collaboration: Strong team player with the ability to work across departments.

Benefits:

• Competitive salary and benefits.
• Opportunities for professional growth and development.
• Flexible working arrangements.

The People Development Manager is a pivotal role in ensuring that our people are equipped with the necessary skills, knowledge, behaviours and leadership to excel in their roles and ultimately contribute to the firm’s success.

If you have a passion for developing people and driving organisational growth, we encourage you to apply.

Why choose Crowe?

At Crowe we understand that it is often the culture and values of a firm that are most important when looking for a new workplace.

Whether you’re working in statutory audit, corporate tax or you’re a marketing or HR specialist, we place our people at the centre of everything that we do; promoting a collaborative, inclusive and friendly culture while remaining passionate about supporting and developing our people as they build their careers. We listen to our people and adapt to their changing needs alongside the needs of our growing business. We invest in our people to help them be the best they can be.

We value new ideas and innovation, and welcome people who are committed to making a difference by delivering excellent services to our people, clients and communities.

At Crowe, you will find the specialist knowledge, the resources and the commitment to help you build a satisfying and rewarding career, with continued learning and development, highly competitive salaries and flexible benefits.

We want to create the best environment for our people to grow and thrive and recognise the importance of offering a flexible approach to our working environment, which we would be happy to discuss with you further.

Crowe is committed to equal opportunity and diversity in recruitment and employment. We value the differences that a diverse workforce brings to our organisation, driving effectiveness in our teams and providing our clients with a quality service.

Entry and progression within the firm is determined solely by the application of objective criteria, personal performance and merit which is supported by a clearly defined career pathway.