Reporting jobs in United Kingdom

Navantia UK is undergoing rapid growth and transformation, with major programmes driving the need for a more strategic, future-focused approach to Learning and Development. To support this evolution, we are seeking an experienced Learning & Development Consultant to shape and implement key initiatives that will reposition L&D as a proactive partner to the business. Working alongside two in-house L&D Partners and reporting to the Head of Talent & Culture, this role will lead the design and delivery of scalable, business-aligned learning systems, frameworks, and interventions. A key focus will be on establishing a structured, dynamic approach to skills and competence management - enabling the business to plan, track, and develop capability in line with current and future needs. The consultant will also play a critical role in advancing our Talent Development agenda, particularly around identifying and developing future leaders, and embedding Discovery Insights psychometrics into our leadership development approach.

• Work with a multi-functional team to scope, select, and implementation of a suite of tools to support end-to-end people development - including a Learning Management System (LMS), goal setting, competence management, and performance management functionality.
• Design and embed a competency management framework that links to workforce planning, development pathways, and performance reviews.
• Create and roll out a harmonised Learning & Development procedure across all sites - defining how training needs are gathered and prioritised, how budgets are proposed and approved, and clarifying ownership for delivery and reporting (e.g. HR vs. General Managers).
• Support the design and phased delivery of a new Leadership Development Programme, ensuring it reflects Navantia UK's values, strategic direction, and evolving leadership needs.
• Introduce Discovery Insights psychometrics into our approach to leadership development and assessment. Build internal capability and processes for sustainable use across talent and team development.
• Shape and implement an approach to Talent Development, including succession planning, high-potential identification, and targeted development pathways.
• Partner with and coach the in-house L&D team to build capability in stakeholder engagement, learning needs analysis, and modern learning design.
• Develop a learning evaluation framework to measure impact and ensure continuous improvement.
• Ensure all tools and frameworks are practical, scalable, and embedded into business rhythm and decision-making.