Leadership Development Designer & Delivery Coach (Hybrid)

Money and Pensions Service; Bedford; Hybrid; GBP 43,000 - 53,000; Full time

Benefits offered by this job

30 days annual leave

Pension matched 2 to 1

Cycle to work scheme

Subsidised eye tests & flu jabs

Life assurance

Job summary

Money and Pensions Service in Bedford is seeking a GS Mgt Development Design and Delivery Trainer on a fixed term 23‑month contract. The role offers hybrid working and a salary of £48,000 per annum.

You will lead leadership development design and delivery, embed the 70–20–10 learning model, and drive behavioural change across operational leadership teams. The position supports succession planning and performance improvement.

Qualifications

• Proven management development expertise in a dynamic environment: programme architecture, facilitation, and coaching for first‑line and mid‑level managers.
• Applied experience with the 70–20–10 learning model and blended solutions across formal, social, and on‑the‑job learning.
• Mastery of 360‑degree feedback tools; coaching approaches; succession planning methodology.
• Strong stakeholder management; ability to influence senior leaders with data.

Responsibilities

• Lead the leadership development roadmap aligned to organisational strategy, values, and behaviours, integrating 70–20–10 and the Management & Leadership offer.
• Conduct leadership capability diagnostics (e.g., 360‑degree feedback, engagement data) to define priorities and cohorts.
• Support in the creation and ongoing development of pathway based curriculum (Foundations → Essentials → Advanced) with clear outcomes and transfer‑of‑learning plans.
• Oversee end‑to‑end programme management: scheduling, facilitator readiness, learner communications, accessibility and learning support.

Job description

Money and Pensions Service in Bedford is seeking a GS Mgt Development Design and Delivery Trainer on a fixed term 23‑month contract. The role offers hybrid working and a salary of £48,000 per annum.

You will lead leadership development design and delivery, embed the 70–20–10 learning model, and drive behavioural change across operational leadership teams. The position supports succession planning and performance improvement.