London, Greater London
£60,000 per year
Contract, 12 month, Full-time
Job description

As the Head of L&D, your primary purpose is to lead on the establishment and embedding of an outstanding L&D function focused on delivering against learning priorities from across the foundation. 200 employees across five global locations, from a range of specialisms and professions, should be offered opportunities to be at their best and enabled to make a tangible impact on behalf of CIFF through the programmes we fund. We are also committed to developing our grantees’ capabilities, as they have a vital role in the CIFF Family.

Alongside CIFF’s other HR leaders and their teams, this role strives to bring our People Strategy to life and truly embed its core message into the culture. Key pillars of HR’s plan include promoting continuous learning and improvement, developing leadership capabilities to ensure the right behaviours are role modelled, and building a trusting, transparent culture.

Reporting into this role is an L&D Advisor based in Nairobi, who supports the implementation and ongoing management of CIFF’s L&D programmes. Some of their key responsibilities are developing and maintaining online learning content, coordinating L&D activities and managing our learning management system (LMS) once implemented.

Role’s responsibilities

Establishing a centralised L&D function at CIFF

  • Clearly position this newly formed team within HR as CIFF’s centre of excellence for learning practices, which acts as an enabler for the foundation’s success through the provision of effective employee development interventions, and leading the way to embedding a wider learning culture
  • Introduce a ‘community of practice’ approach to learning at CIFF, bringing together internal experts-cum-trainers in order to work collaboratively with the aim of delivering valuable, engaging and joined-up opportunities of a high standard to employees; key elements of the Head’s role in this will be oversight/governance and advisory
  • Refine the L&D strategy, keeping the organisational and team priorities under continual review to ensure that L&D plans remain relevant and fit for purpose, and can be adapted to meet localised needs
  • Align all elements of the L&D strategy to the wider people strategy, identifying every opportunity to focus learning on moving CIFF closer to delivering on its commitments to its people
  • Form and maintain strong working relationships across the organisation, with the Executive Team (ET), people managers and team members alike, to understand ongoing work, targets and gaps in capability, as well as regularly seeking the HRBP team’s perspective
  • Work with the ED, People to set an annual budget for L&D, and regularly monitor expenditure

Growing outstanding leadership capability in our people

  • Underpin all L&D programmes with CIFF’s leadership behaviour framework, helping individual employees and teams to identify capabilities in need of development and enabling that growth
  • Instil a coaching culture throughout CIFF, working with the ET and Directors to ensure levels of engagement and enablement are sufficient to facilitate a shift the foundation’s mindset – elements of this work include:
    • Leading the coaching skills programme which extends to all job levels,
    • Managing the use of external coaches to meet individual needs, and
    • Supporting the ED, People in facilitating a Leader as Coach learning journey as well as individual coaching for the ET
  • Support the ED, People in the development and embedding of a full talent review process that encourages thinking of talent as an organisation-wide asset, and enables open and equitable dialogue about individual talent – this process incorporates:
    • calibration of performance reviews
    • identification of critical roles and succession planning
    • discussions on individual talent and related opportunities including promotions
    • a particular focus on diversity, equity and inclusion within talent management
  • Coach and provide feedback to key stakeholders to help improve business efficiency, and to role-model the leadership behaviours that this role champions through its work

Actively contributing to wider organisational objectives

  • Develop within the L&D function, the ability to support capacity building of CIFF’s external grantees in areas such as leadership development
  • Collaborate with and provide specialist advice to CIFF’s organisation-wide working group, the Programme Management Group, which is focused on making continuous improvements to the foundation’s processes and systems
  • Play a proactive role in CIFF’s move to a hybrid working model, ensuring necessary steps are taken to enable employees and teams to transition successfully
  • Identify ways in which knowledge flows across CIFF can be facilitated and the quality be improved (this could be using existing or new tools/mechanisms) and work with relevant colleagues to put these ideas into action

Developing the L&D portfolio

  • Lead the L&D team in the annual training needs analysis, evaluating organisational, team and individual perspectives, and prioritising to inform plans for the next 1-2 years
  • Design blended learning solutions to deliver on the skills, behaviour and knowledge needs identified within the foundation, using various tools and delivery methods to create flexible and innovative learning programmes
  • Establish effective communication tools for sharing with employees about L&D events and materials, to maximise engagement and take-up levels
  • Digitally enable self-led learning and knowledge management within CIFF through:
    • Addressing needs for shared learning resources amongst employees
    • Providing CIFF-specific learning content via the Learning Hub which is engaging and appropriate for a range of learners
    • Offering opportunities for individualised learning (e.g. LinkedIn Learning)
    • Effectively implementing an LMS, working with the Systems HRBP and the L&D Advisor
  • Connect and grow relationships with internal experts and external training providers in order to develop new and sustain existing L&D programmes
  • Promote and enable the use of the personal L&D allowance by CIFF employees, providing policy guidance and 1:1 support to ensure the benefit is maximised for individuals and the foundation

Continual evaluation and measurement of impact

  • Devise a framework for the consistent implementation and evaluation of HR-led L&D activities, and encourage other teams delivering training to adopt the same approach
  • Support the L&D Advisor in the setup of a robust mechanism for feedback and action learning
  • Support the L&D Advisor in the development of learning-related reporting/metrics, and ensure the continual monitoring of L&D activity delivery against objectives and learning transfer into employees’ ways of working

Champion the HR team’s wider priorities

  • Actively participate in the development and embedding of an inclusive, diversity-driven culture, ensuring values are upheld and support the delivery of the strategic agenda
  • Seek to understand and address cultural challenges, giving consideration to the impact of your own work on others (e.g. adding to workload, creating safe environments)
  • Ensure own knowledge and understanding of all HR team initiatives/programmes of work is good, offering support to colleagues and being an ambassador to others
  • Take joint responsibility with all team members under the leadership of the ED, People for a strong financial and commercial lens across all HR activities and supplier management
  • Commit to developing oneself so that CIFF’s expectations of leadership behaviours are being consistently met and demonstrated to others


  • Take the lead on key new HR initiatives and projects and act as a support to the ED, People as required
  • Provide cover and support for the absences for other senior HR team members

Membership of the team

  • Coach and support the L&D Advisor in all their responsibilities
  • Dedicate time and effort to building a strong L&D team that works effectively across boundaries (locations, time zones and cultures)
  • As required, support on the planning and coordination of inductions for new joiners to the team


  • Displays passion for organisational learning and development of a learning culture
  • Significant and demonstrable experience of establishing and leading an L&D function
  • Skilled and qualified coach, with prior experience of developing a coaching mindset across an organisation
  • Confident public speaker with the ability to present to groups
  • Adept in the use of online learning platforms; familiar with HR information systems
  • Excellent interpersonal skills teamed with emotional intelligence – skilled in relationship building and strengthening, across all levels of an organisation
  • Quickly develops credibility, aiding collaborative working and the influencing of others
  • Demonstrates great leadership capability, operating seamlessly as part of a leadership team
  • Applies professional, sound judgement; can think critically, objectively and strategically
  • English is CIFF’s business language – we expect all of our people to display outstanding verbal and written communication skills across all aspects of their role
  • Capacity to work in a range of cultural and socio-economic contexts, adapting style and approach appropriately and in a culturally sensitive manner to maximise effectiveness
More about Children's Investment Fund Foundation

The Children’s Investment Fund Foundation (CIFF) is an independent philanthropic organisation headquartered in London with offices in Nai... Read more

Posted on: 19 November 2021
Closed date: 06 December 2021
Tags: Human Resources

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