GS Mgt Development Design and Delivery Trainer

GS Mgt Development Design and Delivery Trainer

£48,000 per annum

Bedford

Fixed Term Contract – 23 Months

Hybrid Working

Ready to make a real difference? Join us at the Money and Pensions Service (MaPS) as our GS Mgt Development Design and Delivery Trainer. This is your chance to play a meaningful role in helping people across the UK build stronger financial futures and to do it as part of a supportive, energetic team.

As our Guidance Services Management Development Design and Delivery Trainer you will support in the ope rationalising of leadership skills and learning through the design, delivery, and continuous improvement learning interventions across the operational leadership team, to build confident, values‑led operational managers, strengthening the leadership pipeline, and improving team performance.

The role ope rationalises our 70–20–10 approach to learning, ensures programmes are inclusive and evidence‑based, and translates strategic priorities into measurable behavioural change across our leaders and frontline.

You will be responsible for the supporting the operationalisation of management development across our MaPS Guidance services leadership teams.

• 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, performance trends) to define priorities and cohorts.
• Support in the creation and ongoing development of pathway based curriculum (Foundations → Essentials → Advanced) with clear outcomes, assessment points, and transfer‑of‑learning plans.
• Work with MaPS Learning to support design and development of interventions.

• Oversee end‑to‑end programme management: scheduling, facilitator readiness, learner communications, accessibility and learning support.
• Facilitate high‑impact workshops, coaching circles, action‑learning sets and insights; curate social learning and stretch assignments to embed skills on the job.
• Introduce and utilise mentoring frameworks and peer feedback mechanisms; maintain high standards of psychological safety.

• Establish and govern a coaching offer for managers; enable 360‑degree feedback cycles and development planning; train leaders in coaching and motivational strategies.
• Act as a mentor for best in class operational leadership and management

• Partner with Senior Leadership/WFM to define management levels, success profiles, and bench‑strength metrics; support succession planning and readiness assessments.
• Support with the design, build and implementation of a career pathing and succession opportunities including identification through assessment centres, curriculum and sign off/

• Build content and support interventions that embrace our MaPS behavioural framework of Delivering, Improving, Aspiring, Communicating and Collaborating
• Embed Caring ,Connecting and Transforming behaviours in all programmes; ensure content advances inclusion, allyship, and equitable progression.
• Collaborate on culture and values training with the wider organisation and ensure its in line with board and change initiatives.

• Build strong relationships with senior leaders, WFM, People and Culture and operational leaders; influence stakeholders with clear insights and proposals.
• Select and manage external providers if required to do additional coaching and learning and make recommendations to SLT.

• Define measurement strategy: critically review and evaluate all existing/new development solutions and performance. Present data to stakeholders to review, recommend and make changes to interventions.
• Run Kirkpatrick/Brinkerhoff-style evaluation; use dashboards to track outcomes and drive iterative programme improvements.

• Align all development with relevant governance, policies, and mandatory learning standards; ensure accessibility and safeguarding…